Supporting employees with chronic health conditions
Supporting employees with chronic health conditions is a challenge that is sometimes as complex as the conditions themselves, and requires strategies beyond a traditional benefits approach. Employing a holistic, compassionate strategy can make a meaningful difference for those living with a chronic condition, helping to improve health outcomes and quality of life. It also comes with the potential to better manage health plan costs.
Specialized health programs — aka “point solutions” — can be an important element of a comprehensive strategy. While health plans typically provide some specialized support for members living with chronic health conditions, some employers have taken the step of contracting with one or more stand-alone programs, either via an existing partner, or via direct contract, that address specific conditions from specialty vendors outside the health plan. For example, Mercer’s National Survey of Employer-Sponsored Health Programs 2025 found that stand-alone diabetes management programs are offered by 32% of large employers (those with 500 or more employees). Programs to support those with musculoskeletal issues are offered by 28% and fertility programs are offered by 21%. Among very large employers (20,000 or more employees), 62%, 51%, and 45% offer diabetes, musculoskeletal and fertility programs, respectively. These are just three of the most typical point solution categories offered, but programs addressing a range of other conditions including asthma, cardiovascular disease and cancer are widely available as well.
Ensuring that all programs offered are performing as expected and providing real value is an important part of a comprehensive health management strategy. The survey asked employers if they were satisfied with the performance of the three stand-alone programs included in the survey, and for each the majority said they were either “satisfied” or “somewhat satisfied.” Interestingly, very large employers were more likely to say they were satisfied, without the qualification “somewhat” — 48% were satisfied with their diabetes program, 70% with their musculoskeletal program, and 67% with their fertility program.
Of course, employers will have different objectives for these programs, and thus different metrics for evaluating their performance. Easier access to quality providers improves member experience. Other objectives for plan sponsors may include lower cost, better outcomes and improvement in productivity, attraction and retention. The survey only asked for overall satisfaction with program performance, so we can’t say what aspect of performance survey respondents were considering. Engagement tends to be a leading indicator of performance, then, as time goes on, the metric is a mix of engagement, employee satisfaction and ROI. Roughly a fifth of employers said either they didn’t have the metrics to rate performance or that it was too soon to say. Very few employers say they are not satisfied at all.
Knowing success measures vary, and can be challenging, what contributes to a successful strategy for supporting employees with chronic health issues? Whether or not you opt for a stand-alone point solution or enhanced health plan services, consider these best practices for providing holistic chronic health condition support.
Integrated navigation and advocacy. Employees managing chronic diseases often face fragmented, siloed care that leads to poor outcomes and unnecessary costs. Traditional navigation and advocacy programs tend to operate separately, which can confuse and overwhelm employees. A more effective approach combines live advocacy, clinical management and digital navigation into an integrated model, offering a high-touch experience that helps employees locate the right treatments, understand their conditions and manage ongoing care seamlessly. Mobile-friendly virtual support may be enhanced by AI-powered tools that deliver personalized recommendations and key health metrics, and transparency tools that clarify both costs and quality of care.
Closing gaps with virtual care. Virtual care is a powerful tool for employees juggling multiple appointments and treatments. It offers convenience and coordination that traditional care often lacks. To maximize its impact, virtual care programs should be integrated and coordinated to avoid duplicative visits among providers. They must also be mobile-friendly, featuring easy-to-access platforms free from cumbersome navigation. Importantly, these programs should be supported by quality oversight that ensures effective care delivery and maintains high standards. By accelerating virtual care adoption with these elements, employers can help employees manage their chronic diseases more efficiently, reducing missed appointments and improving adherence to treatment plans.
Providing a simpler path to mental health support. Employees with chronic conditions are at increased risk of depression and other mental health challenges, while those with mental health issues face higher risks of developing chronic diseases. Employers have a unique opportunity to support vulnerable employees through robust mental health programs that include online mental health coaching and resources available 24/7, accessible anywhere.
Tapping a Center of Excellence. COEs are specialized groups of healthcare providers and facilities with proven expertise in specific conditions. Access to COEs can lead to better outcomes and faster recovery for employees with chronic diseases. Employees benefit from more accurate diagnosis and effective treatment, experience fewer complications and hospital readmissions, and receive personalized care management tailored to their individual needs. Employers who connect employees to COEs can reduce healthcare costs while improving the quality of care and supporting quicker returns to work.
Caring for caregivers. Often overlooked, employees who serve as caregivers for loved ones with serious illnesses face significant stress, exhaustion and financial hardship. Supporting these employees benefits both the individual and the organization by reducing distraction and burnout. Employers can adopt caregiver support strategies by establishing a family pillar concept within benefits programs to recognize caregiving responsibilities. They can also offer ongoing support during significant life transitions and complex care needs, while exploring ways to offset the financial burden of caregiving.
Employees with chronic diseases often suffer silently, obscuring their needs and risking depression. Fragmented care and lack of support can lead to poor health outcomes and increased healthcare costs. By adopting a compassionate, integrated strategy, employers can create a resilient workforce that feels valued and cared for.
