Healthcare affordability has been the organizing principle of benefits strategy for decades — and that work matters. But there's a gap no negotiated rate can close: 38% of insured employees delayed or skipped care last year because they couldn't pay when it was needed. Not because they lacked coverage. Because they couldn't pay.
See how one employer took a more connected approach to supporting employees and improved retention, pregnancy outcomes, and healthcare costs along the way.
Whether you're shaping benefits, guiding clinical strategy, or advising employers, this session will give you the data and the framework to put cancer back on the executive radar.
Leave of absence is more than an HR process—it can have a significant impact on employee wellbeing, productivity, retention, and the bottom line. When organizations take a reactive approach, burnout, caregiving challenges, and mental health concerns can escalate into costly leaves and even employee turnover.
For years, employers have assumed they had to choose between offering personalized benefits and maintaining predictable healthcare costs. But new funding models are challenging that assumption, giving benefits leaders a way to expand access to personalized care while managing financial risk.
Healthcare costs are squeezing employer margins, and small and midsize employers aren't waiting for another renewal to act. They're rethinking how they fund healthcare, manage costs, and partner with advisors.
GLP-1 coverage decisions were the easy part. Two years in, employers are facing the harder question: what happens when people stop the medication. Discontinuation is common, weight often returns, and the spend starts over. For benefits leaders heading into 2027 renewals, the risk is no longer access; it is durability.
