Getting health insurance from your job will be extra pricey for 2027
Job-Based Health Coverage Is Set to Cost More in 2027
Healfromzero.com – Employees preparing to select workplace health plans for 2027 may face another difficult enrollment season, with higher payroll deductions and potentially steeper costs at the doctor’s office. Employer health spending is expected to rise sharply again, extending a multiyear pattern that is putting added pressure on household budgets.
Aon projects that employers’ health care expenses will climb 9.5% next year. Companies may redesign benefits to soften part of the increase, but the overall estimate broadly matches expectations from other consulting firms and industry organizations.
The projected increase comes after a period when health care inflation had been comparatively restrained. Employers are now contending with more frequent use of medical services, expensive cancer and chronic-condition treatments, and sustained demand for high-cost obesity medicines. Those forces are increasingly difficult for businesses to absorb without passing some costs to employees.
“The affordability crisis is real,” said Todor Penev, head of US health analytics at Aon. “It’s going to be much more noticeable with annual enrollment.”
Premium growth is outpacing raises
Workers have already experienced a substantial increase in what they contribute toward family coverage. This year, employees’ share of premiums rose 9% on average, reaching nearly $7,500 for family plans, KFF’s Employer Health Benefits Survey found. Average pay raises, meanwhile, were 3.7%.
That mismatch can make benefit decisions more consequential. A larger premium deduction reduces take-home pay throughout the year, while higher deductibles, co-pays, or prescription expenses can create additional costs when a worker or family member needs treatment.
Employers have used many of the familiar tools for managing plan costs, leaving some with harder choices. They may need to weigh higher premiums against changes that shift more expenses to the point when care is received.
Small employers confront difficult tradeoffs
At OSI Packaging in Shreveport, Louisiana, employee premiums reached $300 a month in 2026, an increase of $100 from the previous year. The company, which distributes and services packaging materials and equipment, kept out-of-pocket costs unchanged for the six employees enrolled in its plan.
OSI began offering coverage in May 2025 as part of its effort to fill open positions. Controller Julie Eason said the company wants to maintain solid coverage at a manageable cost, though another major increase could force a new discussion about the plan’s design.
Workers would participate in deciding whether a future increase should come through premiums or co-pays.
“It’s their healthcare,” Eason said. “It’s only right to let them decide.”
The same balancing act is playing out at the University Club of Michigan State University. Human resources director Debbie Barosko must choose between a nearly 13% premium increase for 2027 while retaining a $1,000 deductible, or a $1,500 deductible that would reduce the premium increase to roughly 7%.
The club’s 30 workers in the plan already faced a 9% premium increase this year, along with a deductible that doubled, after its long-serving health insurer ceased operations. Keeping the deductible lower could help with recruitment, while raising it could reduce costs for both the organization and employees.
“It’s hard to stomach for the employees and the employer when you’re increasing the premiums but diluting the benefits,” Barosko said.
Enrollment choices may require closer attention
For workers, annual enrollment is likely to require more than simply renewing the same option. Plan details can change even when a familiar insurer remains in place. Employees may find different co-pays, new provider-network tiers, altered pharmacy benefits, or revised out-of-pocket limits.
Some plans may offer lower co-pays for physicians included in newly identified preferred networks. Prescription coverage also deserves a close review, particularly for people who take medications regularly, because their out-of-pocket share may change from one plan year to the next.
“The likelihood that people will see changes makes it critically important for them to invest the time to understand what the changes mean for them,” said Jim Winkler, chief strategy officer at the Business Group on Health.
Workers comparing options can focus on more than the monthly premium. The deductible, co-pay structure, provider network, prescription formulary, and maximum out-of-pocket amount can all affect what coverage ultimately costs. A lower premium may not necessarily mean lower total spending for someone who expects frequent medical appointments, specialist care, or recurring prescriptions.
Weight-loss drug coverage remains a key cost issue
Coverage of GLP-1 medications prescribed for weight loss has become a major issue for employer plans. The Business Group on Health found that 60% of employers covered the drugs for weight loss this year, down from 72% in 2025. Its members tend to be larger employers, and the organization has not heard of companies newly adding weight-loss coverage for these medicines.
People seeking blockbuster medicines such as Eli Lilly’s Zepbound and Foundayo, or Novo’s Wegovy, have additional purchasing options outside traditional insurance. Manufacturers offer discounted programs for consumers who pay cash and do not use insurance. Prices range from $149 to $699, depending on the drug and dosage.
As 2027 enrollment approaches, the central question for many workers will be how much more of their health care costs they can absorb. Employers seeking to preserve coverage while limiting spending may continue adjusting premiums, deductibles, networks, and drug benefits. For employees, understanding those adjustments before selecting a plan could make a meaningful difference over the course of the year.
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