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Welcome to Echo.
Medical and pharmacy cost containment is a top employee benefits trend.
As GLP-1 demand reshapes talent expectations, 29% of employees say they would consider switching employers to gain access to GLP-1 coverage.
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To address GLP-1 driven changes, employers are looking at third-party solutions and using data and analytics to create the most immediate and long-term value for their workforce.
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While employers feel satisfied with their benefits communication and view supplemental offerings as a key part of the total rewards, many employees don't even know these benefits exist.
Nearly four in 10 employees don't use these benefits when claims arise.
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To address this, employers can integrate supplemental benefits into a broader financial well-being strategy and pair supplemental programs with navigation tools and personalized communication.
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AI is changing the present and future of HR, yet only 28% of organizations have a comprehensive governance policy in place.
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As AI moves HR towards anticipatory strategies using smart analytics, legislators are implementing regulatory requirements for algorithmic transparency, data fairness, managing bias, and AI’s role in employment decisions. Update your HR strategy to meet the evolving requirements of AI implementation.
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To get the full scoop on employee benefits trends, including medical and GLP-1 cost containment, closing the benefits comms gap, and AI in the future of HR, check out the full 2026 NFP US Benefits Trend Report.
Welcome to Echo.
Medical and Pharmacy Cost Containment in a GLP‑1 World
Medical and pharmacy cost containment remains a top employee benefits trend as GLP-1 utilization accelerates. Rising demand is reshaping talent expectations, with nearly a third of employees saying they’d consider switching employers to gain access to GLP-1 coverage.
Forward-thinking employers are exploring third-party solutions and using data and analytics to balance affordability, clinical outcomes and employee experience. Forward-thinking employers are exploring third-party solutions and using data and analytics to balance affordability, clinical outcomes and employee experience
Closing the Benefits Communication Gap
While many employers feel confident about their benefits communication and view supplemental offerings as critical to total rewards, employees often don’t realize these benefits are available — or how to use them. Nearly four in 10 employees don’t tap into supplemental coverage when claims arise, leaving protection and support on the table.
Integrating supplemental benefits into a broader financial well‑being strategy and pairing them with navigation tools and personalized communication, can help employees understand, value and actually use what you offer
AI and the Future of HR
From smarter analytics to more anticipatory, personalized people strategies, AI is reshaping the present and future of HR. Yet only a minority of organizations have a comprehensive AI governance policy in place.
As legislators advance requirements around algorithmic transparency, data fairness, bias management and AI’s role in employment decisions, now is the time to update your HR strategy and governance framework. Clarify how AI is used across the talent lifecycle and establish the right safeguards to stay ahead.
To get the full scoop on these employee benefits trends and much more, check out the full 2026 NFP U.S. Benefits Trend Report.
