June 2, 2025
Benefits as a Strategic Lever: Key Takeaways from World at Work 2025
What a great opportunity to connect with Total Rewards leaders from across the globe at the 2025 World at Work Conference in Orlando—seriously! The energy, insight, and candor in the conversations were unmatched. One of the most meaningful discussions centered on the critical role benefits—especially pharmacy benefits—play in shaping an organization’s Total Rewards strategy.
Across sessions and sidebar chats, several recurring themes emerged:
Benefits Define Culture and Competitive Edge
When thoughtfully designed, benefits aren’t just support systems—they become strategic tools. They help define a company’s culture, enhance productivity, and serve as a differentiator in both attracting and retaining top talent. Employees are increasingly expecting flexibility, personalization, and purpose in their benefits package—and companies that get this right are seeing real returns in engagement and loyalty.
“Benefits are not a cost center—they’re a culture driver, a retention tool, and a strategic advantage.”
Structure Matters—But Collaboration is Key
Interestingly, organizations were fairly split on whether compensation and benefits report to the same leader. Regardless of reporting lines, there was consensus that collaboration is essential. Many leaders noted the challenge of developing a comprehensive Total Rewards strategy when benefits and compensation are siloed—even more so when other departments (like finance or procurement) don’t have visibility into the full picture.
Cancer: The #1 Cost Driver Needs a Multi-Pronged Strategy
With cancer leading as the top cost driver for employers, companies are looking beyond traditional coverage. Conversations highlighted innovations like genomic testing, pharmacogenomics (getting the right drug to the right person), and Centers of Excellence that guide employees to the best possible care. The takeaway? Tackling cancer costs requires creativity and cross-functional planning.
Pharmacy Benefit Complexity is No Longer Acceptable
Pharmacy benefits particularly PBM practices remain under intense scrutiny. With drug costs rising and opaque pricing models eroding trust, employers are under pressure to “lift the hood” and truly understand what they’re paying for. The call for transparent PBM models was loud and clear, with many employers pushing for terms that ensure real value for both the plan sponsor and the member.
GLP-1s Are Reshaping the Benefits Landscape
1 in 8 U.S. adults have used a GLP-1 drug at least once in their lifetime.
— Mercer, Survey on Health & Benefits Strategies for 2025
According to the same survey, 42% of employers plan to continue covering GLP-1s, with only 10% planning to drop coverage in 2025. Finding the right approach to GLP-1 coverage—balancing cost, access, and clinical appropriateness—will be essential to your Total Rewards roadmap.
In Closing: Benefits Are Central to the EVP
It was inspiring to see so many leaders thinking holistically about the Employee Value Proposition (EVP)—where benefits aren’t just add-ons, but a core part of how organizations define who they are and what they stand for.
To all the leaders we met—thank you for the rich conversations. Let’s keep pushing for smarter, more human-centered approaches to Total Rewards.
