Sales of Voluntary Insurance Offerings to Rise, but Barriers Persist, per Brokers

By Emily Boyle – Insurance brokers predict the sales of voluntary products will rise over the next year, but they also expect some challenges to adoption, according to “Expanding the Benefits Horizon: How Brokers View Voluntary Offerings,” a new research report from the Employee Benefit Research Institute. The report, based on an EBRI survey of benefits’ brokers conducted in partnership with Lincoln Financial Group, found that 77% of respondents expected health insurance sales to increase in the next year, 64% anticipated growth in group life insurance sales, and 62% forecasted more sales of supplemental health insurance products, such as hospital indemnity and critical-illness coverage. Yet nearly half of brokers cited administrative complexity as a core challenge to employers integrating supplemental health offerings into employee benefits packages. Read Full Article...

HVBA Article Summary

1. Brokers Identify Knowledge Gaps in Supplemental Benefits: Survey findings show that employers may have a lower level of understanding of supplemental benefits compared with core offerings. Only 33% of brokers said employers understand supplemental benefits very well, compared with 55% for health insurance and 51% for retirement accounts. The results suggest that additional education and guidance may be needed to help employers evaluate and implement voluntary benefit options effectively.

2. Service Providers Seen as Key to Improving Benefit Adoption: Brokers indicated several ways service providers could better support employers in offering voluntary benefits. The most commonly cited approaches included enhancing enrollment tools and communication materials (63%), clearly communicating the value proposition of voluntary benefits (53%), and providing more customizable product options (53%). These improvements may help reduce barriers that employers face when introducing or expanding supplemental offerings.

3. Voluntary Benefits Often Used to Support Workforce Goals: Brokers reported that employers most frequently offer voluntary benefits to meet employee demand (60%) and to help improve recruitment and retention (53%). Separate employer survey data found that 85% of employers said voluntary benefits improved employee satisfaction, while 74% reported positive effects on recruitment, retention, and performance. These findings suggest that employers view voluntary benefits as one component of broader workforce and talent strategies.

New GLP-1 Pill Wins Speedy Approval for Weight Loss

By Kristen Monaco – The FDA has approved a second oral GLP-1 receptor agonist for weight loss in adults with obesity or overweight and weight-related comorbidities. A once-daily tablet, orforglipron (Foundayo) is indicated in conjunction with a reduced-calorie diet and increased physical activity and can be taken at any time of day without restrictions on food and water intake -- setting it apart from oral semaglutide (Wegovy), which needs to be taken with water in the morning on an empty stomach. Read Full Article...

HVBA Article Summary

1. FDA Approval Under Priority Voucher Program: The FDA approved orforglipron within 50 days of filing under the Commissioner’s National Priority Voucher pilot program, marking the fastest approval of a new drug since 2002. The decision was supported by two phase III clinical trials involving more than 4,500 participants. Results showed reductions in body weight as well as improvements in waist circumference, non-HDL cholesterol, triglycerides, and systolic blood pressure.

2. Clinical Trial Results and Approved Dosing: In the ATTAIN-1 and ATTAIN-2 trials, participants receiving the highest studied dose of 36 mg lost an average of 9.6% to 11.2% of body weight after 72 weeks, equivalent to roughly 23–25 pounds. However, the highest approved dose in prescribing information is 17.2 mg per day. In trials using a 12-mg dose, participants experienced an average weight loss of 7% to 8.4% at week 72.

3. Safety Profile, Ongoing Studies, and Market Rollout: Common side effects include nausea, constipation, diarrhea, vomiting, indigestion, abdominal discomfort, fatigue, and other gastrointestinal symptoms consistent with GLP-1 medications. The drug carries a boxed warning regarding potential thyroid C-cell tumors and should not be used in patients with certain thyroid cancer histories or alongside other GLP-1 agents. Eli Lilly plans to begin distribution through pharmacies, telehealth providers, and LillyDirect, with pricing varying based on insurance coverage and eligibility.

Elevance sidesteps Medicare Advantage sanctions for now

By Rebecca Pifer Parduhn – Regulators informed Elevance of the impending sanctions in February, alleging that the insurer failed to submit data backing up its members’ risk adjustment scores through the CMS’ electronic systems for the past seven years. Elevance’s actions were problematic because they made it harder for regulators to double check risk scores — a key measure of Medicare beneficiaries’ risk statuses that impact how much a plan gets paid for their care — and claw back any overpayments, regulators said. Read Full Article...

HVBA Article Summary

1. Elevance Granted Extension to Address Medicare Advantage Data Reporting Issues: Elevance Health avoided immediate sanctions on several of its Medicare Advantage plans after the Centers for Medicare & Medicaid Services (CMS) granted the company additional time to correct inaccurate risk adjustment data submissions. Regulators had originally planned to impose penalties starting March 31 due to noncompliance with federal data reporting requirements related to diagnosis codes and supporting medical records. The extension allows Elevance until May 30 to correct the issues before sanctions could take effect.

2. Potential Sanctions Included Enrollment Restrictions and Communication Limits: The proposed penalties would have prevented Elevance’s Medicare Advantage plans from enrolling new members and suspended certain communications with Medicare beneficiaries. CMS determined that some plans were not affected by the reporting issues and exempted them from the potential sanctions. The extended deadline provides additional time for technical discussions and for Elevance to submit corrected data through CMS’ official electronic systems.

3. Analysts Note Possible Reputational Impact Despite Limited Near-Term Financial Risk: Industry analysts said the sanctions could have damaged Elevance’s reputation and relationships with insurance brokers, potentially slowing future membership growth. However, the near-term impact may be limited because the company had already planned to reduce its Medicare Advantage membership this year to improve margins. Even so, reputational concerns could make it more difficult for Elevance to pursue growth in the program once margins stabilize.

Why ICHRA is no longer a fringe option

By Brandy Thompson – For years, individual coverage health reimbursement arrangements known as ICHRAs were framed as experimental or niche. Something best suited for startups, distributed teams or employers looking for an alternative to traditional group plans on the margins. That framing no longer holds. A growing number of enterprise employers are actively evaluating ICHRAs not as a workaround, but strategic reset for how health benefits are designed, funded and delivered. Read Full Article... ^{_{(Subscription required)}}

HVBA Article Summary

1. ICHRA Adoption Is Growing Among Large Employers: Once considered a niche solution, ICHRAs are now being seriously evaluated by enterprise employers as a strategic alternative to traditional group health plans. This shift is driven by the need for more flexible and sustainable benefit models that can address rising healthcare costs and increasingly diverse workforces. The article highlights that ICHRAs are no longer just for small or unconventional organizations, but are becoming mainstream options for larger companies.

2. Operational Advantages Over Traditional Plans: ICHRAs offer employers structural cost predictability by allowing them to set defined contributions for employee health coverage. This model accommodates workforce diversity by enabling employees in different locations and life stages to choose plans that best fit their individual needs. The approach also empowers employees with greater choice and ownership over their health benefits, moving beyond the limited options typically available in group plans.

3. Successful Implementation Requires Human-Centered Support: The article emphasizes that transitioning to ICHRAs is not merely a technology upgrade but requires significant investment in education, communication, and ongoing support for employees. Employers that succeed with ICHRA rollouts focus on guiding employees through the decision-making process and rely on brokers and advisers for expertise in compliance and employee engagement. The role of brokers is expanding, as their guidance becomes even more crucial in helping employees navigate the complexities of individualized health coverage.

The omnipresent power of health care jobs

By Bob Herman – Let’s talk about jobs. Adults in America exist to have jobs, or so we’re told. And there’s no industry more responsible for employing adults than health care. “For decades, if you look at the line of health care employment, it’s just trending upwards, basically uninterrupted,” said Josh Gottlieb, a professor and economist at the University of Chicago. “With the one exception of Covid, recessions and other blips in employment throughout the economy have not really shown up in health care.” Health care giants are not universal job creator. Over the past five years, the American workforce has grown in large part due to the health care industry. But large for-profit health care companies have not been driving that job growth. Read Full Article... ^{_{(Subscription required)}}

HVBA Article Summary

1. Mixed Employment Trends Across Major Health Care Companies: An analysis of workforce data from 50 of the largest publicly traded health care companies, representing more than 3.3 million employees, shows uneven job growth across the sector. Some companies are expanding while others are reducing staff, resulting in muted overall employment growth. Health insurers in particular experienced notable cuts, with the eight largest publicly traded firms collectively reducing their workforce by about 20,000 jobs in the past year. Individual companies also reported significant layoffs, including Elevance Health, which reduced its workforce by about 7,000 employees despite strong profits.

2. Health Care Employment Remains a Key Economic Stabilizer: Despite company-level layoffs, the health care sector continues to play a significant role in supporting the broader U.S. labor market. Without job gains in health care, the U.S. economy would have lost more than 200,000 jobs last year. Because the industry provides stable middle-class employment in many communities, its economic importance can also shape political debates around health policy and reform. Economists note that health care jobs often offer relatively strong wage growth and stability compared with many other industries.

3. Uncertain Workforce Impact of Artificial Intelligence: While some companies say artificial intelligence is improving productivity and allowing fewer employees to handle the same amount of work, the exact role of AI remains unclear. Some economists suggest that companies may attribute cost reductions to AI rather than acknowledging post-pandemic overhiring adjustments. Current evidence indicates that AI is unlikely to replace frontline clinical workers in the near term, with potential effects more likely to occur in administrative roles. Experts expect that any workforce changes from AI will likely unfold gradually as the technology develops and is integrated into health care systems.

Patients With Obesity Might Be Able to Keep the Weight Off With Less Frequent Dosing

By Liz Scherer – Some patients on GLP-1s appear to be taking liberties with their dosing schedules, according to published case data and anecdotal evidence. Current GLP-1 standards of care focus on once-weekly dosing, with doctor-recommended, supervised titration depending on outcomes and side effects. However, evidence is building that structured dose de-escalation (while still maintaining weight loss) might be an option for select patients. “As an endocrinologist and obesity medicine physician, I’m really happy that these conversations are happening — first and foremost — because we are treating obesity as any other chronic disease,” Peminda Cabandugama, MD, director of digital obesity at the Cleveland Clinic in Cleveland and Obesity Society spokesperson, told Medscape Medical News. Read Full Article...

HVBA Article Summary

1. Alternative GLP-1 Dosing May Maintain Weight Loss: Physicians are increasingly discussing obesity treatment as a chronic disease that can involve adjusting medication regimens over time, similar to diabetes or hypertension management. Some patients who achieved their weight goals with GLP-1 medications have expressed interest in tapering or reducing dosing frequency rather than continuing weekly injections indefinitely. Clinicians suggest that carefully monitored de-escalation strategies may help maintain results while aligning treatment with patient preferences.

2. Clinical Case Series Shows Potential Benefits of Reduced Frequency: A retrospective case series of adults taking semaglutide or tirzepatide found that many patients who switched from weekly dosing to every-other-week dosing maintained their weight loss. Approximately 88% of participants maintained their weight and some experienced an additional modest reduction in body weight after the dosing change. Metabolic health measures, including A1c, triglycerides, HDL cholesterol, and blood pressure, were generally maintained or slightly improved during the adjusted dosing schedule.

3. Modeling and Clinical Data Suggest Flexible Dosing Potential: Mathematical modeling and real-world observations indicate that GLP-1 effectiveness may not decline proportionally when dosing frequency is reduced. Some analyses suggest patients may retain about 70–75% of their weight-loss benefit even when medications are taken less frequently, which could lower treatment costs and expand access. However, experts emphasize that reduced dosing strategies are not appropriate for all patients and should be personalized, particularly for individuals who have adopted sustained lifestyle changes such as regular exercise.

Redefining pharmacy strategy in a high-cost era

By Adrienne Williams LaBorwit – U.S. employers and benefits advisors are bracing for another steep rise in health care spending this year. Employer-sponsored health plan costs are expected to climb as much as 10% in 2026, according to the International Foundation of Employee Benefit Plans. That marks the largest increase in nearly 20 years. Equally troubling is that higher spending is not translating into a healthier workforce. At least 75% of adults in the U.S. live with one or more chronic conditions and 40% are classified as obese, according to data from the Centers for Disease Control and Prevention (CDC). Read Full Article... ^{_{(Subscription required)}}

HVBA Article Summary

1. Growing Scrutiny of Traditional PBM Models: Rising pharmacy costs and stagnant health outcomes are placing increased pressure on employer benefits budgets while impacting employee wellbeing and productivity. As organizations analyze what is driving pharmacy spending, many are reexamining the traditional pharmacy benefit manager (PBM) model. Employers and benefits advisors are questioning whether these arrangements provide sufficient transparency, flexibility, and alignment with plan sponsor interests.

2. Increasing Interest in Pharmacy Carve-Out Strategies: Some employers are exploring pharmacy carve-out models, where pharmacy benefits are managed separately from medical benefits through a direct relationship with an independent PBM. This structure can provide greater visibility into pharmacy spending, more flexibility in benefit design, and the ability to implement targeted strategies to address rising drug costs. By separating pharmacy management from bundled health plans, employers may gain greater oversight while maintaining coordination with medical coverage.

3. Considerations When Evaluating Independent PBM Partnerships: Independent PBMs are often highlighted for offering specialized pharmacy expertise, transparent pricing models, and clinical programs designed to support medication adherence and patient care. However, employers evaluating carve-out strategies must carefully assess factors such as PBM ownership structure, whether clinical programs are managed internally or outsourced, and how members access personalized support. These considerations can help determine whether a carve-out model aligns with an organization’s cost management and employee health goals.