Cancer has become the leading driver of employer medical expenses, surpassing musculoskeletal conditions for the second year in a row, according to a recent survey by the Business Group on Health. Additionally, U.S. businesses see productivity losses totaling more than $180 billion a year due to employees’ cancer treatments and adverse outcomes.

“The increase in cancer cases, along with rising costs, poses health challenges for both individual employees and the employers who provide their health insurance,” said Margaux Currie, senior director of commercial medical clinical solutions and strategy at Cigna Healthcare. She noted that approximately 2 million new cancer diagnoses were estimated in 2024. This number is likely to increase over the next few years, given that an estimated 10 million preventative cancer screenings were delayed or missed since the onset of the COVID-19 pandemic in 2020.

Currie emphasized that employers need to prioritize cancer prevention and early detection among their workforces to address this growing concern. She suggested the following strategies:

1. Take preventive steps

Currie advised organizations to foster cancer awareness among employees, encouraging them to keep up with routine checkups and recommended screenings. “Many cancer cases can be successfully treated if the doctors find it early enough,” she said. Currie suggested offering paid time off for testing and preventive visits, along with incentives like health savings account bonuses or gift certificates to motivate employees.

Find more recommendations at the U.S. Preventive Services Task Force website.

Currie also recommended companies offer wellness programs such as smoking cessation, fitness, nutrition, and weight management to help cultivate healthy habits that can contribute to the prevention of cancer and other chronic diseases.

2. Offer comprehensive cancer care

A workforce benefit plan that supports end-to-end cancer care can help guide people through prevention, detection, diagnosis, treatment, and survivorship. Currie recommends offering financial and logistical benefits, including supplemental health coverage that provide a cash sum to employees and covered family members diagnosed with cancer, along with specialty pharmacy, behavioral health care, child care, meal delivery, and return-to-work support services.

3. Adopt a personalized approach

Each cancer patient’s journey is unique, and employers should ensure their benefit plans include personalized care options. “Expert navigation services can help employees find the right specialists and understand their benefit coverage at every stage of treatment,” she said. She also suggested employers include coverage for biomarker tests and other procedures that help identify the most appropriate and effective treatment for individual patients.

4. Address social determinants of health (SDOH)

Social factors such as financial issues, food insecurity, health and health insurance literacy, and lack of access to care or services can create obstacles to effective cancer prevention, diagnosis, and treatment. According to the Evernorth Research Institute, living in under-resourced neighborhoods has been linked to higher incidences of cancer – specifically colorectal, breast and cervical cancers – as well as lower participation in preventive screenings, ultimately leading to late diagnoses and higher mortality rates.

“Understanding how social determinants affect your workers and having strategies to address them can make a substantial difference in cancer diagnosis and treatment outcomes,” Currie said. She suggests employers check with their health plan, local care systems, and advocacy groups to see how to support SDOH efforts in the areas where their employees live.

By implementing these strategies, employers can help reduce cancer risk while supporting worker well-being. “While the role of employers may seem small, the collective impact of these efforts can lead to significant improvements in overall health and productivity,” Currie said.