Why Cancer Prevention Month Matters More Than Ever forYour Employee Health Plan

As we mark Cancer Prevention Month, it’s a good time toreflect on the steps that employers and their employees can take to reduce their risk and costs. In a recent blog on cancer prevention, we discussed how employees can use group health insurance to reduce their risk of serious illness. This blog is addressed to employers. We will discuss how rapidly increasing cancer-related costs are impacting employer-sponsored health plans and what proactive strategies benefit both your workforce and your bottom line.

You can read more about practical prevention strategies here.

Cancer Costs are Becoming One of the Biggest Drivers of Health Plan Spending

A growing body of recent data shows that cancer care is one of the fastest-rising components of employer healthcare costs:

• Most employers (about 86%) report significant increases in cancer care spending, with median increases of 11% year-over-year — making oncology treatment one of the top contributors to overall plan cost growth.
• Employers expect cancer care costs to continue rising and remain among the top reasons why group health plan costs will continue to increase.
• Advances in treatment, like newer specialty and targeted therapies — including immunotherapies and gene-based treatments — can cost tens of thousands of dollars per month, even after discounts.

This trend isn’t just about numbers on a spreadsheet. It reflects deeper shifts. Cancer is increasingly diagnosed among working-age adults, more people are living longer with cancer, and improved treatments — while life-saving — come with high price tags.

Cancer Care Costs Impact Employers and Employees

Not only do these rising costs affect plan sponsors, but they can also create financial pressure for your employees:

• Studies show out-of-pocket medical costs spike significantly after a cancer diagnosis, even for those with private insurance, potentially hundreds of dollars more per month in care costs.
• Whether it’s copays, coinsurance, or non-covered services, these additional costs can strain workers’ finances and overall wellbeing during an already difficult time.

Cancer Prevention and Early Detection are Financially Smart Steps

Employer-led initiatives can make a real difference on your employees’ quality of life and your costs:

• Prevention matters — Early detection and lifestyle risk reduction can both lower severity of disease and reduce long-term treatment costs. As we’ve outlined in our cancer prevention blog, strategies like tobacco cessation support,increased screening access, wellness incentives, and education programs help members take control of their health and reduce cancer risk.
• Risk-based screenings matter —Encouraging appropriate cancer screenings (such as colonoscopies and mammograms) leads to earlier diagnosis, which not only improves outcomes but may help avoid costlier, late-stage treatments.
• Benefit design can help — Employers can strengthen prevention by covering screening exams with no cost-sharing, offering wellness coaching, and partnering with carriers or benefits consultants to steer members toward high-value care.

Managing Costs Without Sacrificing Quality of Care

Many proactive employers are exploring benefit design strategies that both support patients and help manage plan costs, such as:

• Centers of excellence arrangements and value-based care networks that can reduce unnecessary variation in treatment costs.
• Care coordination programs like nursing navigators and second-opinion services that help members navigate complex cancer care efficiently.
• Incentives for preventive care utilization and early detection.

What This Means for Your Plan in 2026 and Beyond

With cancer expected to remain a leading cost driver for employer health plans, now is the time to shift from reactive cost management to preventive engagement and strategic benefit design. By combining education, prevention, early detection, and smart benefit approaches, employers can create healthier, more resilient workforces — and help mitigate the financial impact of cancer care costs.

How RMC Group Helps Employers Take Action

At RMC Group, we work closely with employers to help them mitigate rising cancer costs and develop a manageable and strategic health benefits plan. Our team evaluates your current health plan to identify cost drivers, coverage gaps, and opportunities to implement smarter solutions — from value-based provider networks and centers of excellence to care navigation, second-opinion services, and preventive screening strategies. We don’t believe in one-size-fits-all benefit plans; instead, we design plans that balance cost control with meaningful access to high-quality cancer care, helping to protect both your employees’ health and your bottom line. To learn how you can proactively manage cancer-related costs, contact us at 239-298-8210 or click here to schedule a meeting with a Group Benefits Professional today.