Employers Shift Benefits Strategy to Cut Costs and Manage GLP-1 Drug Coverage

As inflation and healthcare costs surge, employers are reengineering their benefits strategies with a sharp focus on cost containment, according to Brown & Brown’s 2026 Employer Health and Benefits Strategy Survey. Among 1,241 surveyed employers with 200+ U.S.-based employees, controlling health benefit costs—both for the organization and for employees—has overtaken talent retention as the top strategic priority. This shift underscores growing pressure on corporate budgets and signals a more analytical, data-driven approach to benefits management.

For insurance claims adjusters, particularly those handling employer health, workers’ comp, and benefits-related cases, this new cost-sensitive environment introduces fresh operational dynamics. The increased reliance on audits (79%), stop-loss plan evaluations (81%), and pharmacy RFPs (79%) suggests an uptick in data scrutiny, vendor accountability, and possibly a higher volume of dispute resolution activity. Moreover, as employers lean into digital health partnerships (80%) and boost transparency (79%), adjusters may encounter more standardized documentation and access expectations in benefit-related claims.

A key emerging issue is the explosion in GLP-1 weight-loss drug coverage. Nearly half of employers now include GLP-1s in their pharmacy plans, but a majority impose additional restrictions beyond FDA guidelines, such as mandatory lifestyle program participation or prescriber limitations. This adds complexity to pharmacy claims and appeals—an area where adjusters must be vigilant about plan specifics and authorization rules.

Despite cost pressures, the report notes that employers remain committed to well-being programs and expanded parental leave, signaling a continued demand for holistic benefits experiences. These trends may influence future claims related to mental health, leave disputes, and return-to-work evaluations, all areas adjusters must track closely.

Significantly, only 6% of employers now take a ‘wait and see’ stance on healthcare system reform, down from 16% last year. Over half are actively implementing changes. This proactive shift increases the likelihood of encountering novel benefit models, coverage interpretations, and third-party arrangements—factors claims professionals must be prepared to investigate and validate in real time.