A 2025 Mercer survey of over 500 large U.S. employers (500+ employees) indicates significant changes in employee benefits for 2026, with a focus on cost management and innovative healthcare solutions.
Cost-Shifting Trends
- Increased Employee Costs: 51% of employers plan to shift more healthcare costs to employees by raising deductibles or out-of-pocket maximums, as benefits costs are expected to rise by 6% in 2026.
- Alternative Medical Plans: 35% are considering non-traditional plans, such as variable copay plans, to provide cost-effective care. Of the 6% currently offering these plans, 28% reported employee enrollment in 2025.
Pharmacy Benefit Innovations
- Contract Alternatives: 61% of employers are exploring alternatives to standard pharmacy benefit contracts to enhance cost transparency for drugs and services.
- GLP-1 Drug Management: 77% prioritize managing costs of glucagon-like peptide-1 (GLP-1) drugs, with 44% covering these medications for obesity treatment, in addition to their traditional use for diabetes.
Mental Health and Well-Being
- Digital Resources: Over 75% of employers plan to offer digital stress management or resiliency tools in 2026, such as mindfulness apps or cognitive behavioral therapy (CBT)-based platforms.
- In-Person Support: 51% will introduce in-person or live online stress management resources, including individual or group coaching and training sessions.
Additional Considerations
Employers are navigating rising healthcare costs while prioritizing employee well-being. Strategies include adopting high-deductible health plans paired with Health Savings Accounts (HSAs) or flexible spending accounts and leveraging data analytics to optimize benefit offerings. For tailored solutions, employers should consult benefits advisors to align plans with workforce needs and financial goals.