With a changing workforce, new technologies, and conversations about health and wellness everywhere, the employer healthcare landscape is evolving faster than ever. Compared to previous years, 2026 requires more planning and foresight for wellness and benefits strategy, but it also presents an opportunity for forward-thinking employers to stay ahead of the curve. Looking ahead, companies can expect to navigate rising healthcare costs, increased visibility of mental health benefits, data-driven innovation in healthcare technology, and more.
Trend 1: Cost Increase Influenced by Specialty Drugs & Chronic Disease
Looking ahead, some employers predict up to a 10% increase in healthcare costs in 2026, with specialty prescription drugs like GLP-1s as a major driver of increased costs. In addition to specialty drugs, chronic disease is a main driver, along with inflation. In response to rising costs, HR leaders are looking for ways to proactively contain costs and reduce chronic disease prevalence, with many turning to onsite, near-site, and virtual primary care as interventions.
Trend 2: Expansion of Virtual Care Options for Decentralized Workforces
With healthcare costs rising and increasing attention on preventative models of care, many leaders are turning to worksite or virtual care options to manage costs and make care more accessible. With 53% of large employers (5,000 or more employees) offering an onsite or near-site clinic in 2023, the model is becoming increasingly popular. For many employers with remote employees or a dispersed workforce, shared-site and virtual clinic options can provide the benefits of onsite clinics, offering a cost-effective, convenient way to reach employees where they are. Absenteeism, claims costs, and utilization of the clinic are key metrics employers will keep an eye on to gauge the effectiveness of worksite care.
Trend 3: Mental Health Care at the Workplace Becomes the Norm
With 81% of employees saying they'll be looking for workplaces that support mental health in the future, and 76% of US workers reporting at least one symptom of a mental health condition, the visibility and importance of mental health has never been greater. While it may have been enough before to just offer resources, employees and benefits leaders are now focused on better outcomes. Beyond utilization of these services, organizations will track absenteeism, productivity, and self-reported employee satisfaction surveys to evaluate the outcomes of their mental health initiatives. Employers who invest in their employees' resilience, mental health care, and culture through their management will cultivate happier, more successful workplaces and help contain costs.
Trend 4: AI-Powered, Yet Personalized
With rapidly advancing AI-powered technology and analytics in healthcare, employers will be able to offer employees even more personalized health solutions and care offerings based on their needs. Providers are better able to identify risks and create personalized care delivery plans, leading to better chronic disease outcomes and increased engagement.
Trend 5: Less Fragmentation, More Collaboration
With increasing investments in mental health and personalized, analytics-driven plans, it's no surprise 2026 will bring a strategic focus on population health and whole-person care. Employers will leverage holistic care, including sleep, nutrition, mental health, musculoskeletal health, and more, to address overall employee wellbeing. They will also consider the needs of their specific populations, focusing on benefits that promote health equity. HR leaders can collaborate with healthcare vendors for better engagement and cost savings by embracing wraparound health solutions and a holistic approach.
What This Means for HR Leaders in 2026
For company leaders and benefits managers looking for 2026 takeaways, there are competing trends, but cost containment and whole-person care will be the biggest priorities. As you plan for Q1 of the new year, review claims data, conduct audits, and consider running an employee insights survey. Overall, strategic, proactive planning will help contain costs, boost productivity, and keep your workforce engaged and healthy in 2026.
References:
Grensing-Pophal, L. (2024, May 7). Is an onsite health clinic right for your company?. Welcome to SHRM. https://www.shrm.org/topics-tools/news/benefits-compensation/is-an-onsite-health-clinic-right-for-your-company-
Mayer, K. (2025, September 9). Employers project 10% jump in health care costs for 2026. Welcome to SHRM. https://www.shrm.org/topics-tools/news/benefits-compensation/employers-project-big-jump-health-care-costs-2026
Workplace Mental Health & Well-being. Workplace Mental Health & Well-Being | HHS.gov. (n.d.). https://www.hhs.gov/surgeongeneral/reports-and-publications/workplace-well-being/index.html
