The truth: Open enrollment is prevention in disguise. It's one of the few predictable moments when employers can shift the trajectory of
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We all know the stakes are high. Health benefit costs are projected to rise 6.5% in 2026 — the steepest increase since 2010 — even after planned cost-control measures. Without action, Mercer warns that costs would climb nearly 9%.
At the same time, silent risks are hiding in plain sight. As many as 8.7 million Americans live with undiagnosed diabetes — nearly 1 in 4 adults with the disease — and 60 million to 70 million Americans have
These aren't just personal health issues. They show up at work as fatigue, absenteeism, presenteeism, disability claims and turnover.
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So, what can benefit brokers and advisers do to help their employer clients manage all these conditions as we head into another open-enrollment season? Here are five meaningful steps that can be taken to help improve outcomes:
1. Treat enrollment as early detection
Cover A1C tests, colorectal screenings and evidence-based cancer checks at no cost — and make them visible.
2. Guide with data and technology
Use navigation tools, digital nudges and AI-driven outreach to help employees find what they actually need — when they need it.
3. Normalize conversations
Gut, heart, obesity and mental health are still stigmatized. Employees shouldn't need to "out" themselves to get help. Employers can work with benefit partners to spot unmet needs and use campaigns, manager toolkits and employee resource group discussions to frame these as universal health issues.
4. Balance access with sustainability
GLP-1s remain a trendy cornerstone for diabetes care, but their expansion into obesity raises tough questions of poor lifestyle habits, cost and sustainability. Real-world data show that half of patients discontinue within a year and gastrointestinal (GI) side effects are common. Employers should focus on root causes, preserving access for diabetes while managing obesity through multiple tools that include step therapy, wraparound care and prioritized support like nutrition, behavioral health and GI care. That integrated approach is more sustainable for both employees and plans.
5. Integrate care, don't silo it
Metabolic, digestive and behavioral health are deeply intertwined. Benefits should reflect that reality.
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For brokers and consultants, the opportunity is clear: Help clients move beyond transactions and position benefits as a prevention system. Done well, it doesn't just slow medical inflation. It builds healthier, more engaged and more productive teams.
The question is no longer whether annual enrollment is a cost exercise. It's whether we're willing to use it as a reset moment — before the next silent risk becomes a crisis. Please feel free to
