As employers prepare for 2026, the health benefits landscape is rapidly evolving, with unprecedented cost pressures, a boom in treatment options, and shifting policy dynamics. The Business Group on Health’s recent Trends to Watch in 2026 report underscores the urgent need for bold, strategic action to address these challenges. In this post, we’ll unpack the top trends from the report, explore how forward-thinking organizations are responding to these trends, and provide actionable takeaways for what we expect will be one of the most consequential years for employer health and well-being benefits.
Rising GLP-1 costs require an integrated obesity management strategy
Employers are bracing for a median 9% increase in healthcare costs, driven by obesity and chronic conditions, rising pharmacy prices (due largely in part to GLP-1s), and a fragmented benefits ecosystem. The old playbook of incremental tweaks is no longer enough. Employers must understand what is driving their healthcare costs, assess which partners add value, and take a fundamentally different approach to their benefits offerings.
“Employers are past the point of experimenting with one-off programs,” said Wondr Health CFO Rob Sutton. “Cost predictability is the new priority. Employers need GLP-1 management models that convert volatile pharmacy spend into a stable, sustainable investment while ensuring employees get the right care at the right cost to improve outcomes.”
KEY TAKEAWAY: Future-proof your budget. Integrate configurable GLP‑1 funding models with a proven behavioral program and clinical oversight to cap unnecessary drug spend, drive measurable results, and maintain long-term cost sustainability.
Employers go “back to basics” to drive outcomes and lower risk
BGH reported that disruption of the benefits ecosystem is essential to bring about sustained change, and that begins with behavior change. Employers don’t want to invest time and resources in systems that fail to deliver. Instead, many organizations are turning to fundamental tactics proven to drive better health outcomes and lower risk. For most, that starts with prevention.
“We are seeing a clear pattern across our clients. When employees get early support for metabolic health, they avoid costly complications later on,” said Wondr Health Chief Medical Officer, Tim Church, Md, MPH, PhD. “Prevention is not a nice-to-have. It is the most reliable cost lever employers can use to contain costs and improve the health of their population.”
KEY TAKEAWAY: Maximize ROI through prevention. Behavior-change programs and early support for metabolic health continue to be some of the most dependable ways to reduce the risk of diabetes, hypertension, and other chronic conditions. With prevention as a foundation, employers can layer in configurable medication funding options. This creates a path to improve health outcomes while keeping costs more predictable in a year when budgets will be under pressure.
MFN pricing, pharmacy benefits disruption and the case for integrated obesity benefits
The pharmacy benefits landscape is undergoing rapid disruption as rising drug costs, direct-to-consumer models, and federal policy shifts, such as Most Favored Nation (MFN) pricing, reshape how care is financed and delivered. MFN pricing aims to align U.S. drug prices with lower international benchmarks to control federal spending through Medicare and Medicaid. However, it also carries the potential to create new financial pressure for employers already struggling to balance affordability and access to high-demand treatments like GLP-1s.
“While MFN pricing greatly improves affordability for individuals, it also creates uncertainty for employers already struggling to contain health care costs,” said Scott Paddock, CEO, Wondr Health. “Helping employers navigate cost challenges requires more than lower prices. It demands a coordinated strategy with flexible, clinically-grounded weight loss solutions that integrate behavior change and personalized medication management to improve population health and maximize the value of GLP-1 spend.”
KEY TAKEAWAY: Build flexibility now. Implement configurable GLP‑1 funding and benefit designs that can scale and adapt to MFN pricing shifts, pharmacy disruptions, and rising GLP‑1 demand. Implementing a future-ready approach today will deliver in-year savings, bend the cost curve, and ensure predictable healthcare spend. Future-proof your benefits strategy by partnering with vendors that offer adaptable GLP‑1 funding models and clinically validated outcomes—so you stay ahead of pricing shifts and pharmacy disruption.
The new standard for vendor partnerships: outcomes, integration, and value
Disconnected programs, limited data sharing, and overlapping services aren’t just frustrating for employees, they’re driving up costs for employers and creating gaps in care. As a result, organizations are scrutinizing their vendor relationships more than ever.
“Employers need strategic partners to help them solve today’s challenges AND future-proof their benefits strategy,” said Jim Gallic, Chief Growth Officer, Wondr Health. “Integrated, configurable solutions that deliver measurable outcomes, in-year savings, and future cost predictability will lead the way.”
KEY TAKEAWAY: Make outcomes non-negotiable. Shift vendor evaluation criteria from service delivery to measurable impact. Require clinical results, cost savings, and integrated benefit strategies that offer more flexibility and keep your spend predictable.
Our take? 2026 will be a defining year for employer health and well-being strategies. As employers brace for a challenging cost environment and rising GLP-1 utilization, the annual trends report from Business Group on Health confirms the urgent need for bold, outcomes-based weight and obesity management solutions. They need solutions that improve employee engagement, prevent chronic conditions, optimize medication use, and reduce short-term and long-term healthcare costs.
If you’re looking to protect your budget while improving outcomes, our experts can help. Connect with the Wondr Health team to design a plan tailored to your organization’s needs.
