A pressing issue that will take center stage for employers in 2025 is cancer.
Approximately 2 million new cancer diagnoses were expected in 2024. Employers can expect a consistent increase in cancer cases and potentially mortality rates among their workforce in 2025 since an estimated 10 million preventative cancer screenings were delayed and/or missed since the onset of the 2020 COVID-19 pandemic.
With the increase in cancer diagnoses, also comes an increase in health care costs as cancer is now the most expensive driver of health care spend, surpassing musculoskeletal conditions for the first time in the history, according to the Business Group on Health’s annual survey.
The good news is that the rapid pace of innovation in the oncology space, including data-driven personalization and digital platforms, help improve patient experience, health outcomes and ultimately affordability.
As a result of changing work environments, economic pressures and technological advancements, the following trends are emerging as essential parts of employers’ competitive benefits package in 2025 and beyond.
Preventive care to tackle chronic diseases
According to the CDC, 60% of Americans have at least one chronic condition and 40% have two or more. Cancer is a chronic disease that is preventable via lifestyle choices, early detection and management of risk factors. In fact, at least 42% of new cancer diagnoses can be prevented with the right support.1 And although not all cancer cases can be prevented, early detection significantly improves survival rates and lowers costs associated with treatment.
It comes as no surprise that preventative health care is increasingly becoming the focal point for benefits packages, with companies recognizing its importance for employee well-being and overall cost savings.
How employers can prepare: Employers should prioritize prevention and early detection by expanding access to preventative care inclusive of comprehensive programs and encouraging employees to participate in routine cancer screenings. Employees that prioritize their health and well-being improve their health outcomes, and thereby minimize the financial impact of cancer on them and their employers.
Technology to personalize employee health care experiences
Another major trend we are seeing in 2025 is the increased focus on health care personalization. Employees today are asking for benefits that are tailored to their unique health care needs, rather than a one-size-fits-all plan.
This is where data analytics comes in. The use of personalized, digital platforms in the health services space enables employees to more easily access information, preventative care reminders, chronic disease management tools, telehealth services and overall streamlined processes.
Employers that use data analytics to provide employees with tailored health care recommendations based on their specific needs are better able to proactively reduce the risk of costly health complications early on.
How employers can prepare: Looking forward, employers should use data and analytics to support their strategic decision-making process. Technologies include personalized digital health platforms, care coordination platforms, mobile apps and user-friendly online tools. Knowing how to leverage the right technology can help employers improve health outcomes for their employees while simultaneously improving their ROI.
Cost-containment strategies to achieve affordability
When it comes to employers, medical costs make up a significant expense. These costs are expected to increase 8% in 2025, the highest increase in 13 years. Chronic conditions, specifically, are naturally more expensive than other conditions because patients with chronic health care needs visit their providers/specialists more frequently and require expensive imaging tests/scans, specialty medications and constant monitoring. According to the CDC, 90% of all health care costs in the U.S. go toward treating chronic disease, which translates to about $4.1 trillion a year.
With factors such as the growing prevalence of cancer in younger patients and the rising costs of cancer treatments, oncology remains a top driver for these high health care costs. That said, the ability to drive long-term value will continue to gain traction in reducing health care costs–specifically for oncology.
How employers can prepare: Employers should explore strategies to manage the cost of cancer treatments while ensuring access to quality health care. Oncology solutions that promote bundled payments (i.e. covering surgery, radiation and chemotherapy treatments) and eliminate inequities enable employees to more easily access high-value health care. This payment structure gives employers and employees increased visibility, greater control and more predictability of costs, which can vary significantly in the first year of a cancer diagnosis.
Enhance oncology care for the future
In 2025 and beyond, employers will need to focus on proactive strategies to promote early detection, leverage data-driven technology and combat rising oncology costs.
Few oncology solutions provide wraparound care to treat the whole person. Despite this, employees diagnosed with cancer are still often navigating the complex care journey and making critical decisions with little guidance or support. The good news is that employers are leading the way by adopting new solutions to improve cancer care for their employees.
For example, with Evernorth’s Oncology Benefit Services, companies can connect employees with end-to-end care navigation, second-opinion reviews of treatment options, a specialty pharmacy and accelerated access to clinical trials. Moreover, employees have access to a variety of digital resources including a personalized digital platform and mobile app.
With a trusted health services partner, employers can begin to shift their focus to recruiting and retaining top talent by offering an oncology benefit that improves the member experience while also providing personalized guidance.
1 “Cancer Facts and Figures 2024,” American Cancer Society, 2024.
