Most business owners think of tariffs as a global trade issue — something that affects importers, exporters, or the cost of raw materials. But here’s the hidden truth: tariffs may quietly drive up the cost of employer-sponsored health benefits, affecting your bottom line and your ability to attract and retain talent.

How Do Tariffs Connect to Health Insurance?

Healthcare is a complex supply chain — and many medical devices, pharmaceuticals, and even basic supplies like syringes, gloves, and diagnostic equipment are imported. When tariffs are imposed on foreign goods (especially from major suppliers like China, India, or the EU), the cost of these essentials increases. That cost wont likely stay with the manufacturers — it will most likely get passed down to hospitals, doctors, and ultimately, to payors: Medicare, Medicaid, self-funded employers and your insurance carrier. And then the patient. The possible result? Rising premiums, higher deductibles, and tighter networks.

3 Key Ways Tariffs may Impact Employer Plans

1. Increased Medical Supply Costs = Higher Claims Costs
When hospitals & Providers pay more for medical equipment and supplies, they charge more for procedures. Insurance companies and Medicare may be forced to raise premiums to cover these higher payouts.

2. Drug Prices Could Spike
Tariffs on active pharmaceutical ingredients (APIs) or finished drugs can increase the cost of common medications — affecting formularies and out-of-pocket costs for employees.

3. Pressure on Carriers = Narrower Plans
To manage rising costs, insurers may restrict provider networks or increase cost-sharing. Employers end up having to offer leaner benefits or absorbing the cost increases.

What Can Employers Do?

Plan Ahead: Budget for above-average premium increases in upcoming renewals — especially if your carrier has exposure to international supply chains.

Consider partial or Self-Funding: If your group is eligible, self-funded or shared cost plans may offer more transparency and control over rising costs.

Educate Employees: Communicate why benefits might be shifting and how employees can be smart consumers of healthcare.

Bottom Line

Tariffs aren’t just about trade wars — they could be a stealth tax on your healthcare costs. Employers who stay ahead of the curve, explore strategic funding options, and rethink plan design can weather the storm better than those who don’t.

Looking to stay proactive in your benefits strategy? Let’s talk about how to structure a health plan that works — no matter what happens with global trade.

If you’ve ever felt overwhelmed trying to understand your benefits – specifically your health insurance, you’re not alone. Between the acronyms, the fine print, and the seemingly endless rules, navigating health coverage can feel like a full-time job. But beneath the complexity lies an important truth: many of these layers exist to protect you — the employer and the consumer — and to keep the system fair and accountable.

A Web of Regulations Designed to Protect

Employer-sponsored health plans aren’t governed by just a handful of rules — they’re subject to dozens of federal laws. According to BenefitsPro, at least 46 federal laws apply to some employer health plans, and 42 apply even to self-funded ones. That’s in addition to state-level regulations and guidance from multiple government agencies.

Each law adds a piece to the puzzle — whether it’s about what must be covered, how claims are processed, how your data is protected, or how insurers must behave. It’s no wonder employers and employees alike often find the system hard to decipher.

Add that to the rating complexity created by the ACA – where most states have age rated and location rated plans – based on each particular plan and participant age, and you have a heck of an administration challenge to boot!

Complexity with a Purpose: Consumer Protections

Even though it can be confusing, much of this regulation exists for your benefit. Here are just a few of the ways the law works in your favor:

• Coverage You Can Count On
  The Affordable Care Act (ACA) requires insurance companies to cover people regardless of preexisting conditions. This means you can’t be denied care because of your health history — a major shift from the past.
• Essential Health Benefits
  The ACA also defines 10 essential health benefits — including maternity care, mental health services, and prescriptions — that must be included in most plans. These protections ensure coverage is not just available, but meaningful.
• Accountability for Insurers
  Rules like the “medical loss ratio” ensure that insurers spend most of your premium dollars on actual care — not just overhead or profits. If they don’t, you may get money back in the form of a rebate.

State Rules Add Another Layer

On top of federal laws, each state has its own insurance department that oversees insurers operating locally. States can add additional requirements or consumer protections, which further contribute to the complexity — but also enhance fairness, transparency, and access to care. California has more of these additional requirements than any other state,

Why It Matters

All of this regulation might make health insurance feel difficult to understand, but the intent is clear: to ensure that plans are reliable, insurers are accountable, and consumers are treated fairly. These rules:

• Safeguard your right to coverage
• Help keep costs transparent
• Provide standards for what must be included in your plan
• Hold insurance companies to high standards

Final Thoughts from CorpStrat

Employer Sponsored Health insurance isn’t complex by accident — it’s complex by design. At CorpStrat, we help employers and employees cut through the noise and make sense of their benefits, because understanding the “why” behind the system empowers better decisions.

Need help navigating your benefits strategy or simplifying your company’s insurance plan?

Connect with us today at www.corpstrat.com, or call (818) 377-7260.

We simplify the complex — so you can focus on your people, your business, and your future.

The growing popularity of GLP-1 receptor agonists—such as Ozempic and Mounjaro for diabetes, and Wegovy and Zepbound for weight management—has sparked both excitement and concern. These drugs, initially designed to treat Type 2 diabetes, have demonstrated remarkable effectiveness in weight loss, leading to a surge in demand. However, the skyrocketing costs of these medications are creating ripple effects across the healthcare system, raising questions about affordability, insurance coverage, and the long-term financial burden on both employer-sponsored and individual health insurance plans, including Medicare.

Could GLP-1s Double Healthcare Costs?

GLP-1 drugs are among the most expensive outpatient prescription medications on the market today, with a monthly cost ranging from $900 to $1,300 per patient. As their popularity grows, insurers, employers, and government programs like Medicare face mounting expenses that could significantly drive up the overall cost of healthcare.

Several estimates suggest that if a sizable percentage of the U.S. population were to use these drugs long-term for weight management, the total spending on GLP-1s alone could rival that of cancer treatments. A report from the Institute for Clinical and Economic Review (ICER) estimates that widespread adoption of these medications could add hundreds of billions of dollars annually to U.S. healthcare spending.

Impact on Employer-Sponsored Health Insurance

Employers, already struggling with rising healthcare premiums, are grappling with how to handle the increasing costs of GLP-1 drugs. Many insurers currently cover Ozempic and Mounjaro for diabetes treatment but deny coverage for Wegovy and Zepbound, which are FDA-approved for obesity. This creates frustration among employees who are unable to access these life-changing drugs unless they have a diabetes diagnosis.

As more employees push for coverage of weight-loss medications, employers must decide whether to absorb the additional cost or pass it on to workers through higher premiums, copays, or deductibles. Some large corporations are beginning to cover weight-loss GLP-1s, but this could lead to higher insurance costs for all employees, including those who do not take the medications.

Impact on Individual and Medicare Insurance

For individuals purchasing their own insurance, GLP-1 drug coverage varies widely by carrier. Medicare, which currently does not cover weight-loss medications, may face increasing pressure to change its stance as obesity treatment becomes a greater public health priority. If Medicare were to begin covering these drugs, it could add billions in new spending, likely leading to higher Medicare Part D premiums or more restrictive eligibility criteria.

At the same time, Medicaid programs in some states have begun covering GLP-1s for weight loss, recognizing obesity as a serious health condition that leads to higher long-term healthcare costs. However, this raises concerns about budget sustainability and whether the federal government will need to step in to negotiate lower prices.

Will Drug Manufacturers Face Pressure to Lower Costs?

As demand for GLP-1 drugs soars, manufacturers like Novo Nordisk (Ozempic, Wegovy) and Eli Lilly (Mounjaro, Zepbound) face growing calls to lower prices. Some key forces driving this pressure include:

• Government Negotiation: The Biden administration’s Inflation Reduction Act allows Medicare to negotiate drug prices, and GLP-1s could soon be on the list of targeted drugs for cost reductions.
• Employer Pushback: Large corporations and employer groups are lobbying insurers to demand rebates or lower pricing from drug manufacturers.
• Patent Expirations & Generic Competition: Once patents expire, generic versions of these drugs will likely emerge at a fraction of the current cost, but this is still several years away.

The Coverage Gap: Diabetes vs. Weight Loss

One of the most frustrating challenges for patients is the inconsistent insurance coverage for GLP-1 drugs.

• Diabetes GLP-1s (Ozempic, Mounjaro) are covered by most insurance plans, as they are approved for treating Type 2 diabetes.
• Weight-loss GLP-1s (Wegovy, Zepbound) are often denied because most insurers do not cover weight-loss treatments, despite obesity being a recognized medical condition.

This policy leaves many patients forced to pay out-of-pocket for weight-loss medications or seek loopholes, such as obtaining an off-label prescription for a diabetes drug like Ozempic or Mounjaro.

As obesity treatment becomes a greater focus of national healthcare discussions, insurers may eventually expand coverage, but at what cost? If insurers begin widely covering these drugs, the financial burden could be shifted to higher premiums for everyone.

Looking Ahead: The Future of GLP-1 Drugs in Healthcare

With the growing popularity of GLP-1 drugs, the healthcare system is at a crossroads. Policymakers, insurers, and employers must weigh the benefits of expanding access to these effective medications against the potentially unsustainable costs they introduce.

In the coming years, we may see:

• More government intervention to control drug pricing and negotiate discounts.
• Increased employer demand for alternative pricing structures.
• Potential changes to Medicare and private insurance coverage policies regarding weight-loss medications.

For now, individuals and employers should stay informed on coverage policies, negotiate with insurers, and explore all options for cost-effective access to these groundbreaking treatments.

Reach out to us at CorpStrat to ask how we help employees and companies navigate healthcare.

Healthcare in the U.S. remains a hot-button issue, and recent decisions under the Trump administration continue to spark debates, particularly regarding their impact on employer-based health plans. While the administration emphasized flexibility and cost-savings in healthcare, many of its policies raised concerns about long-term stability and access to affordable coverage.

Here’s a breakdown of key developments and their potential impact on employer-based health plans and the broader healthcare landscape:

24 Million Americans Face Medicaid Jeopardy

One of the most significant challenges looming over the healthcare system is the potential loss of Medicaid coverage for millions of Americans. Temporary Medicaid expansions during the pandemic helped many low-income families access critical care. However, with the expiration of pandemic-era protections, 24 million Americans could lose their Medicaid coverage, potentially leading to an increase in uninsured individuals and shifting healthcare costs to employers and hospitals.

For businesses, this could mean more employees seeking coverage through workplace-sponsored plans, potentially straining budgets and increasing premiums. Employers will need to evaluate how these shifts may affect their benefits offerings and their role in supporting employees.

Short-Term and Limited Benefit Health Plans: Help or Harm?

The Trump administration expanded the availability of short-term health plans, which are cheaper and exempt from ACA requirements. While this provides a low-cost alternative for individuals between jobs or ineligible for employer plans, it also comes with significant downsides:

• Limited Coverage: These plans do not cover essential benefits like mental health, maternity care, or pre-existing conditions.
• Risk to the ACA Marketplace: By attracting healthier individuals, short-term plans can destabilize ACA-compliant marketplaces, driving up premiums for those who remain.

For employers, these plans may tempt some employees to opt out of comprehensive group coverage, potentially weakening risk pools and increasing costs for those who remain in employer-sponsored plans.

Impact on Public Health Infrastructure

Withdrawal from the WHO

The Trump administration’s decision to withdraw from the World Health Organization (WHO) raised concerns about America’s role in global health. This move could undermine international efforts to address pandemics and public health crises, indirectly affecting the U.S. workforce if future global health challenges are not properly managed.

CDC Policy Changes

Policy shifts and potential closures of certain CDC programs may also weaken the country’s public health infrastructure. Reduced federal support for pandemic preparedness or chronic disease prevention could lead to higher healthcare costs for employers and employees alike.

For businesses, this underscores the importance of offering robust wellness programs and health coverage to mitigate the long-term risks of an overburdened healthcare system.

The Bottom Line for Employers

The Trump administration’s healthcare policies have introduced both opportunities and challenges for employer-based health plans. While short-term health plans and deregulation aim to reduce costs, the risks of destabilizing ACA markets, shrinking Medicaid coverage, and weakening public health infrastructure could lead to increased financial and operational burdens for employers.

What Can Employers Do?

1. Monitor Medicaid Changes: Be prepared for potential impacts on employee benefits as more individuals may turn to employer plans.
2. Educate Employees: Help employees understand the risks of short-term health plans and the value of employer-sponsored benefits.
3. Focus on Wellness: Strengthen workplace wellness initiatives to help employees manage health proactively amid public health uncertainties.

Navigating these shifts requires a proactive approach. Employers must remain informed and flexible to address changes in the healthcare landscape while continuing to support their workforce.

Need help designing a benefits strategy in this uncertain environment? Let’s talk!