A New Era of Risk Exposure

In 2025, employer-sponsored healthcare is no longer just a cost problem, it’s a risk management problem.

Consider the volatility:

• In 2024, commercial health insurance premiums rose by 7.7%, the highest in over a decade (CMS National Health Expenditures, 2024).
  
• Prescription drug prices jumped 13% year-over-year, driven by specialty medications (Aon Global Benefits Forecast 2024).
  
• Over 90% of large employers cite healthcare affordability as a top workforce concern, up from 64% in 2019 (Business Group on Health, 2024 Employer Survey).
  

Without intervention, rising volatility will continue to erode margins, drive deferred care, and jeopardize workforce wellbeing. It’s not just about cost containment, it’s about financial insulation and operational resilience.

The Root Cause: Fragmented Care, Unpredictable Pricing

Structural inefficiencies are fueling this volatility:

• Price discrepancies for the same procedure can reach over 4x depending on facility and location (FAIR Health, 2024 Cost Benchmarks).
  
• Over 60% of procedures are referred without cost or quality consideration, according to physicians themselves (AMA 2023 Survey).
  
• Nearly 30% of insured adults skipped recommended procedures in 2023 due to cost (Gallup, 2023 Health and Healthcare Poll).

The result? Employers face unpredictable claims, employees delay care, and outcomes suffer, all while costs continue to climb.

Strategic Shift: Value-Based Design and Centers of Excellence

Forward-looking CFOs and CHROs are adopting value-based benefit design to reduce exposure and reclaim control. The most effective strategy: route high cost, high variance procedures through Centers of Excellence (CoEs).

Why it works:

• CoEs reduce post-op complications by up to 40%, according to the American College of Surgeons.
  
• Employee satisfaction increases 30–50% with coordinated, concierge-led care (Gallagher 2024 Benefits Strategy Benchmarking).
  
• Global CoE models with fixed pricing deliver 40–85% savings per procedure, depending on condition and region (World Class Health case studies).
  

This isn’t narrow-network cost cutting—it’s a high-performance redesign of care delivery.

Global Workforce, Global Solutions

Nearly 30% of the U.S. workforce is foreign-born, and in sectors like tech and finance, that number can exceed 60% (Pew Research, 2024). As talent globalizes, benefits must too.

World Class Health’s global CoE model solves this by:

• Offering access to elite providers across 250+ global locations
  
• Enabling culturally aligned care in preferred destinations
  
• Including concierge travel, in-country recovery, and direct billing to eliminate friction and surprise costs
  

It’s not medical tourism. It’s strategic, cross-border healthcare access with financial and clinical integrity.

World Class Health: A Proven Financial Advantage

Organizations leveraging World Class Health have realized:

• 6–8% total healthcare spend reduction
  
• Up to 85% savings on high-cost procedures like joint replacements and bariatric surgery
  
• $0 out-of-pocket costs for employees, eliminating affordability barriers
  
• 90+ NPS driven by expert care navigation, transparent pricing, and recovery support
  

The model is integrated with existing TPAs and health plans, requiring no disruption to core infrastructure—just smarter design.

Beyond Claims: Broader Financial Wins

Strategic benefit design drives ROI across multiple dimensions:

• U.S. businesses lose $575 billion annually to worker illness and injury, much of it preventable through earlier, more effective care (Integrated Benefits Institute, 2023).
  
• Medical debt affects 41% of insured adults, contributing to absenteeism and presenteeism (KFF, 2024 Medical Debt Survey).
  
• 61% of employees say health benefits influence their decision to stay with an employer (MetLife 2023 Employee Benefits Trends Study).
  

A benefit strategy that reduces financial stress and improves health outcomes is a talent and performance driver, not just an employee perk.

What Finance and HR Leaders Should Do Now

To de-risk healthcare and improve cost predictability:

1. Audit claims for procedures with high spend and wide variance
   
2. Model savings scenarios using CoE and bundled payment options
   
3. Redesign incentives (e.g., no deductible, travel stipends) to drive utilization
   
4. Integrate navigation services for pre- and post-op engagement
   
5. Expand to global CoEs to serve a diverse, distributed workforce
   

Financial Strategy Starts with Healthcare

Healthcare inflation may be unavoidable, but how you manage it isn’t. Leaders who treat healthcare spend as a strategic asset, not a fixed liability, are pulling ahead.

With World Class Health, you gain a solution to modernize benefit design, control high-cost claims, and deliver outcomes that matter to your people and your P&L.

Curious what this would look like for your organization?
Request a claims-based savings analysis or benefit design strategy session at sales@worldclasshealth.com

‍