Employers spend enormous amounts each year on chronic condition management. Yet behind most of those costs lies a single, connected issue: poor metabolic health. Six in 10 Americans live with at least one chronic disease, and four in 10 manage two or more. Together, they account for nearly 90% of the nation’s $4.5 trillion annual healthcare spend.
Metabolic health, the body’s ability to efficiently convert food into energy, is central. When that system falters, it drives a cascade of problems: elevated blood sugar, hypertension, fatigue, depression and more. Its effects ripple through the workplace, increasing time away, lowering performance and driving costs higher.
Despite its impact, metabolic health rarely appears on the HR dashboard. That oversight is costing employers more than they realize.
The data lag problem
Most benefits strategies are built around claims and utilization data, information that tells employers what has already gone wrong. By the time a condition shows up in the data, it’s too late to prevent it. That backward-looking model creates a perpetual cycle of reaction, not prevention. To truly manage costs and improve well-being, employers need metrics that look ahead.
Tracking metabolic risk indicators such as blood pressure, body mass index (BMI) or glucose levels allows benefits teams to intervene before issues escalate. When employers invest in prevention, they protect both their people and their bottom line.
From treatment to prevention
Improving metabolic health doesn’t require a massive program overhaul. But it does require a shift in mindset from managing illness to empowering healthier lifestyles. The most effective employer strategies combine three elements: early detection, education and engagement.
– Early detection – Encouraging wellness is one thing, but actively promoting it is another. One of the simplest and most effective ways to do that is by offering in-office biometric screenings. These quick checks — typically including blood pressure, cholesterol, blood sugar and BMI — can identify potential health risks before they develop into costly conditions.
Employers can easily incorporate screenings into annual health fairs or open enrollment meetings, often using carrier wellness credits to cover the cost. When employees understand their numbers, they’re more likely to take ownership of their health, and that awareness lays the foundation for long-term well-being.
– Education and engagement – Consistency is essential to employee engagement. It’s not only about meeting employees where they are but doing so frequently and in a format that encourages peak engagement. While some may feel comfortable engaging digitally or attending wellness workshops, most employees benefit from regular, low-stakes reminders — whether that’s via email, DM or sticking around after a meeting. This consistency keeps health top of mind and will reinforce engagement that leads to smarter choices and better outcomes.
Often, it’s not about whether employees are taking the right steps or not; it’s that they don’t know what the right steps are. Education is fundamental to driving better health outcomes, especially when provided in a palatable, human way. Incentives can also be a powerful motivator. Once employees are equipped with the knowledge and support of how to take better control of their health, they can begin to take meaningful, lasting steps.
The role of GLP‑1s
GLP-1s offer promise for individuals managing type 2 diabetes and obesity, but without proper support, the impact of the drugs is temporary. For employers who offer GLP-1 coverage, it’s important that they also provide resources, like nutrition counseling and coaching, that teach sustainable habits for long-term success and metabolic health.
Small steps, big impact
Improving population health can seem daunting to employers, but incremental change adds up. Here are a few foundational steps to start with:
- Integrate on-site screenings – Provide easy, accessible biometric checks at health fairs, open enrollment and other company events, using carrier wellness credits to keep costs low
- Use incentives to spark engagement – Offer simple rewards, such as gift cards or wellness points, for completing health risk assessments, joining coaching programs or participating in preventive care
- Communicate consistently – Build awareness through regular, low-touch reminders via email, DM or team meetings
- Pair GLP-1 benefits with support – If offering GLP-1 coverage, reinforce it with nutrition counseling, behavioral health resources and coaching to drive sustainable change
- Track engagement and outcomes – Measure participation and progress, and use these insights to refine future program design and investment
Employers need a new perspective on metabolic health, one that views it as a metric of success. With better metabolic health comes stronger teams, lower costs and healthier organizations.
Photo: Nuthawut Somsuk, Getty Images
Brian Reilly works with organizations to provide cost-effective strategies and efficient healthcare programs. His skill set includes marketing negotiations with carriers and managing client relationships. He consistently interacts with the insurance market, clients and their industries, leading to a deeper understanding of the evolving healthcare landscape and how it impacts his clients and employees. He identifies cost-saving alternatives and strategies designed to increase the value of benefit programs for all stakeholders. He currently serves as Board Secretary for the Westchester Human Resource Management Association (WHRMA).
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