Why employers predict a 10% increase in health care costs for 2026

In the United States, employers predict a median increase of 10% of health care costs for 2026, according to a new survey by the International Foundation for Employees’ Social Diets.

The International Foundation for Employees’ Soft -based regimes is a non -profit organization focused on the supply of educational information to those working in the benefits industry. It has more than 31,000 employers representing more than 25 million lives.

The organization’s survey, published Thursday, was carried out between July 30 and August 7 and included responses of 150 corporate and single employers. The planned increase of 10% of health care costs is up compared to a similar report last year which planned a median increase of 8% for 2025.

When asked what the main factors were contributing to the increase in medical regimes for 2026, 31% said “catastrophic complaints”, a 20% increase that said this last year. Following catastrophic complaints, 23% said that specialized prescription drugs / cost, 15% said use due to chronic conditions and 11% have declared the costs of medical providers.

Among those who chose specialized prescription drugs / costs as a main factor in cost increases, 59% said that GLP-1 drugs were a major reason (this is down compared to last year, when 75% said that GLP-1 were responsible). After GLP-1, 50% said that cancer drugs, 21% said that cell therapy and 26% said other drugs.

To combat these costs increasing in 2026, 27% of respondents said that the implementation of cost sharing initiatives – such as franchises, co -assurance, copays or premium contributions – will be the most impactful. This is up 21% that said it last year. In addition, this is in accordance with what Mercer found in his recent survey, in which 51% of large employers said they were probably or very likely to transfer costs to employees in 2026.

About 17% of respondents in the International Foundation survey said that the implementation of regime design initiatives would also be effective. This includes dependent eligibility audits, high health plans, spouse supplements and form changes.

17% additional said they would use purchasing / supplier initiatives, such as telemedicine, price transparency tools, excellence centers, health browsers and quality initiatives.

Finally, 12% of respondents said they would implement use control initiatives, such as prior authorization, case management, disease management and nursing council lines. This is a significant decrease compared to last year, however, when 27% said they would use use control initiatives.

“The increased increase at 10% is awarded to a variety of factors with an impact on the costs of the organization’s medical plans, with catastrophic complaints and specialized prescription / cost drugs at the top of the list,” said Julie Stich, CEBS, vice-president of the content of the International Foundation for Employees’ Services Personal Foundation. “Employers have indicated that cost sharing initiatives, regime design and purchase / suppliers will be the most impactful techniques to manage costs.”

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