Over the past decade, many employers have found themselves in a slow but steady pattern of adjusting their employee medical plans in the name of cost containment. Year after year, in an effort to manage rising premiums and healthcare inflation, changes are made—a higher deductible here, a slightly increased copay there, a narrower network next year.

Individually, these tweaks can seem modest or manageable. But over time, they compound. What was once a robust, employee-friendly health plan becomes less recognizable to both the HR team administering it and the employees relying on it. The original intent—to provide meaningful health coverage that supports the well-being and security of the workforce—gets diluted. The benefits begin to feel more like a cost-sharing arrangement than a true benefit.

At HUB International, we believe it’s time to reverse that drift. Our philosophy is rooted in bringing benefits back to what they were meant to be: valuable, strategic tools for attracting and retaining talent, promoting health, and enhancing the employee experience. Yes, cost management is still critical—but it shouldn’t come at the expense of employee trust and value.

Rather than defaulting to plan design erosion, we work with employers to take a more holistic, thoughtful approach. That means leveraging data and innovation to uncover cost-saving opportunities that don’t push more burden onto employees. It means exploring options like condition-specific programs, improved pharmacy management, plan tiering, wellness initiatives, and technology solutions that enhance plan access and understanding.

Our approach is about rebuilding benefits with purpose—delivering smart, sustainable strategies that meet financial goals without losing sight of the people behind the premiums. Because when benefits truly serve employees, they also serve the business.

Some Examples of Employers That Are Doing It Right

As employers strive to reimagine their benefits packages, many are looking beyond the traditional approaches and taking a more holistic, employee-centered view. Some are embracing the idea of rebuilding benefits with a clear sense of purpose, focusing on outcomes that directly improve employees’ well-being while addressing business objectives.

For example, Patagonia has taken a bold step by offering full coverage for mental health services, prioritizing the mental wellness of its employees alongside physical health. This initiative acknowledges the growing importance of mental health and aligns with the company’s commitment to holistic care.

Similarly, Google has introduced wellness stipends that employees can use for anything from fitness memberships to mental health apps, showing their investment in employee well-being beyond the office.

Other employers are leveraging technology to create more personalized benefits. LinkedIn has integrated health technology platforms like wearable devices and telemedicine services into their benefits structure, allowing employees to access care and track their health progress seamlessly. This focus on preventive care helps reduce long-term healthcare costs while providing employees with tangible tools for healthier living.

Still other companies are also taking innovative steps to reframe their benefits offerings. Salesforce has launched a comprehensive family care program, which includes fertility benefits, adoption assistance, and child care subsidies, showing their commitment to supporting employees through life’s major milestones.

Microsoft has focused on offering flexible work arrangements and paid family leave, enabling employees to maintain a healthy work-life balance, which has been especially important during the pandemic.

And finally, Johnson & Johnson has introduced a well-being program that includes resources for both physical and emotional health, such as access to therapy and nutrition counseling, ensuring that their employees are supported in all aspects of their health.

By investing in these forward-thinking initiatives, employers are showing that they care about their employees’ lives outside of work and are willing to put their well-being at the forefront of their benefits strategies.

Give Us A Call

If you’re looking to breathe new life into your employee benefits plan, then give us a call. Let’s work together to create benefit plans your workforce can recognize—and value—once again.