2025 brought measurable changes to how employers think about workplace health. From improvements in chronic condition management to gaining real-time insights through data, many organizations experienced meaningful progress. Reflecting on these successes can help you understand what worked—and set the tone for even greater impact in 2026.
In 2025, employers significantly expanded mental health benefits, making support more accessible and reducing stigma among employees. In fact, 91% of employers increased their investment in mental health programs, underscoring how essential these services have become in the modern benefits landscape. Employees are responding to this shift: 76% say that mental health offerings are a critical factor when evaluating a new job, highlighting the role benefits play in attraction and retention.
Most importantly, the outcomes are real. Employees who feel supported through workplace mental health programs are twice as likely to report no symptoms of burnout or depression, conditions that can severely affect productivity and culture. With burnout alone costing employers an estimated $322 billion annually, evidence-based mental health strategies are no longer a “nice-to-have”—they’re a business imperative.
Workplace health access expanded significantly in 2025, with 53% of large employers (5,000+ employees) offering onsite, near-site, or virtual primary care. These convenient care options reduce barriers, allowing employees to get timely support without leaving the workplace.
The impact is impressive: employees who use onsite clinics experience 30–40% fewer emergency room visits and generate 23% lower overall healthcare costs compared to non-users. Onsite access also supports better care continuity and proactive prevention—two proven pathways to improved outcomes and reduced downstream spending. Additionally, expanded primary care access can lower hospitalizations for chronic conditions by up to 20%, making employer clinics a powerful catalyst for workforce health.
In 2025, employers increasingly turned to real-time dashboards and population health analytics to drive smarter decisions. Seventy-three percent of organizations report that real-time data significantly improved their ability to manage benefits, while those using population health insights were 2.5 times more likely to make midyear adjustments that reduced overspending.
Real-time data also improves communication. Sixty-four percent of HR leaders say analytics help them tailor benefit communications more effectively, increasing employee engagement and ensuring programs reach the people who need them most.
Chronic conditions like diabetes, hypertension, and musculoskeletal issues continue to drive employer healthcare costs, accounting for over 90% of U.S. healthcare spending. For many organizations, these conditions represent 70% of all chronic disease-related expenses.
However, 2025 brought meaningful improvements. Disease management programs showed higher engagement and stronger outcomes, with effective interventions reducing ER visits and hospitalizations by up to 30%. Employees participating in chronic care programs also reported up to 20% fewer missed workdays, reinforcing the link between health, productivity, and organizational performance.
Reflecting on 2025’s wins creates a foundation for smarter, data-driven, and more holistic wellness strategies in 2026. Employers can deepen these gains by partnering with healthcare vendors who offer integrated care models, actionable analytics, and proven employee engagement strategies. With the right approach, 2026 can be a year of even stronger workforce health and more sustainable cost control.
References:
American Psychological Association. (2024). Work and well-being survey. https://www.apa.org
Business Group on Health. (2025). Large employer health care strategy survey. https://www.businessgrouphealth.org
Centers for Disease Control and Prevention. (2024). Chronic disease overview. https://www.cdc.gov/chronicdisease
Gallup & World Health Organization. (2023). The global impact of burnout. https://www.gallup.com
Integrated Benefits Institute. (2024). Employer health insights report. https://www.ibiweb.org
Mercer. (2024). National survey of employer-sponsored health plans. https://www.mercer.com
Mind Share Partners. (2024). Workplace mental health report. https://www.mindsharepartners.org
National Association of Worksite Health Centers. (2024). Benchmarking report. https://www.nawhc.org
N Alaqil, N. A., Alanazi, B. G., Ali Alghamdi, S. A., Alanazi, M. G., Abdullah Alghamdi, A. A., Oudah Almalki, A. M., & Hassan Alamri, F. B. (2025, April 8). The role of urgent care clinics in alleviating emergency department congestion: A systematic review of patient outcomes and Resource Utilization. Cureus. https://pmc.ncbi.nlm.nih.gov/articles/PMC12061791/
SHRM. (2024). Workplace benefits study. https://www.shrm.org
Willis Towers Watson. (2025). Benefit trends survey. https://www.wtwco.com