As we enter into a new year, the health care landscape for employers and health plans will continue to undergo major changes. From increased costs due in part to the surge of specialty medications like GLP-1s, and the rise of people managing multiple chronic conditions, the challenges—and opportunities—are becoming more complex. Staying ahead will require our industry to adopt strategies that are holistic, data-driven, and value-based.
Here are four key health benefits trends to watch in the coming year as the industry looks to improve health outcomes and reduce costs.
The future for benefits vendors hinges on one critical factor: delivering real, measurable results now, not years down the road. Employers and health plans are no longer satisfied with vague claims or promises of assumed savings—they are demanding immediate, tangible evidence of return on investment.
The market expects proof that solutions can directly and effectively reduce claims costs today. Simply showing improved clinical metrics—such as a small group’s lower A1C levels—while projecting future savings is no longer sufficient. Employers and health plans require concrete, sustained cost reductions in high-expense populations, particularly those managing multiple chronic conditions.
To stay competitive, vendors must meet these tightened expectations by providing clear, data-backed evidence that their interventions are actively driving down overall healthcare costs. Solutions that fail to prove their worth in real-time will quickly find themselves replaced.
As utilization of GLP-1s continues to skyrocket, especially in populations with multiple chronic conditions, use of these medications adds layers of complexity to treatment regimens, as well as health care cost management. We’re looking at a future where single-point weight loss solutions will not effectively address the needs of those taking these drugs.
GLP-1s are demonstrating benefit across a growing list of conditions, beyond obesity and diabetes, including heart failure, sleep apnea, and more. As use expands, it will become increasingly important to consider the GLP-1 support needs of populations with multiple chronic conditions. Employers and health plans will need to focus on optimizing cross-condition outcomes to mitigate both medical and prescription cost implications in this population. To develop a comprehensive strategy that considers both the health promise and the significant cost of these drugs, it’s crucial to address all sources of additional risk and cost, beyond the cost of the drugs themselves.
In 2025 and beyond, we expect employers and health plans to look more closely at how these prescriptions are covered within an overall health strategy, ensuring they are part of an integrated care approach rather than a siloed, single-point solution.
For health plans and employers, the challenge in 2025 will be to manage these high-cost medications in a way that balances health management and financial priorities while aligning with the broader health-related goals of a population. The key might be linking prescription services like GLP-1s to more comprehensive, whole-person care strategies that tackle multiple health concerns, not just individual conditions.
With an overwhelming number of digital solutions targeting specific conditions—such as diabetes, hypertension, or weight loss—many industry professionals are struggling to make sense of which solutions drive both health improvements and savings, especially in populations managing multiple chronic conditions.
Studies from Peterson Health Technology Institute on digital diabetes and hypertension programs have shown that while these solutions can reduce spending in the long term, they often increase short-term costs without providing immediate results. Worse yet, many of these programs fail to address related health issues—such as mental health, sleep, and nutrition—that can significantly impact overall health outcomes.
For example, a person with diabetes may also suffer from sleep issues, a neurologic condition, gastrointestinal issues, or obesity—all of which can complicate the management of their diabetes and worsen their overall health. When we take the time to step back and look upstream, we often find that a lifestyle factor like sleep or diet can vastly improve the initial condition and become the most effective and least costly component of the treatment plan.
Decisions made about health benefits can either help address fragmentation of care or increase the sense of overwhelm for members and employees while adding administrative burden for the companies. By prioritizing integrated care solutions that address multiple conditions, health plans and employers can not only improve health outcomes but also reduce overall cost burden.
In short, a patchwork of single-condition solutions is no longer enough. The growing consensus in healthcare is that treating a single condition in isolation often creates new health risks, leaving other underlying issues unaddressed.
In 2025, we predict the industry will accelerate its shift from siloed, single-condition solutions to a whole-person care model that addresses interconnected health concerns and fosters long-term health improvements.
A critical factor in achieving long-term health improvements is a consistent source of support, especially in an era where reduced doctor appointment times, limited pharmacist consultations, and fragmented care have weakened the provider-patient relationship. Studies show that strong physician-patient relationships are linked to better health outcomes, but as time spent with providers diminishes, so does the opportunity for meaningful engagement. This lack of connection has contributed to worsening health trends, particularly among individuals with multiple chronic conditions, whose care often involves complex management and can be expensive. Whether through a personal trainer, physical therapist, or health coach, reliable, relationship-based care can bridge this gap, providing individuals with consistent support to stay on track and sustain behavior changes over time.
For health plans and employers, this translates to moving beyond one-time interventions or short-term programs. Effective behavior change requires ongoing engagement, support, and accountability. For example, a personal trainer’s value isn’t just in helping a person achieve their initial fitness goals—it’s in providing ongoing guidance to prevent them from falling back into old habits.
Moving forward, we expect more health plans and employers to adopt relationship-based care models, leading to improved adherence to care plans, better outcomes, and a reduction in the high costs associated with chronic care.
The current and future projections of chronic condition rates will require employers, health plans, and their vendor partners to shift toward more accountable, results-driven, and holistic approaches.
By moving beyond point solutions and focusing on the interconnected aspects of health while managing costs effectively, employers and health plans can see tangible improvements in clinical outcomes and cost reductions now—not just in the years to come. 2025 will be about treating the whole person, not just their conditions—and that’s the direction we must take now and in the future.
Kurt Cegielski | Chief Commercial Officer | MOBE
He has more than 20 years of experience in health care technology. A co-founder of RedBrick Health (formerly Virgin Pulse, now Personify Health), he has held senior leadership roles focused on transforming health care and empowering individuals. Kurt is committed to MOBE’s mission of providing innovative solutions that engage members, improve health outcomes, and reduce costs for health plans and employers.
