Musculoskeletal (MSK) injuries don’t usually make the news the way major accidents or chronic diagnoses like cancer do. But behind the scenes, they’re a huge driver of healthcare spending, coming in just after cancer and accounting for about 13% of total healthcare costs in the U.S. For employers, MSK issues create a perfect storm: higher claims, lost productivity, absenteeism, and increased turnover. For employees, they often mean chronic pain, reduced mobility, decreased job satisfaction, and a lower quality of life.

We’ve talked before about recovery strategies for MSK injuries, like the role of physical therapy. But today, we’ll focus on strategies for before an injury even happens: musculoskeletal injury prevention. Because stopping injuries before they happen doesn’t just protect employees, it saves organizations money and creates a workspace where employees can thrive.

The Ripple Effect of MSK Injuries

In addition to the direct treatment costs of an injury, low back and neck pain, other musculoskeletal disorders, and osteoarthritis rank among the top conditions driving healthcare spending, totaling $344.3 billion. But numbers alone don’t capture the day-to-day reality.

Picture this: You’re working on an automotive manufacturing line. Your teammate, someone you’ve worked alongside for years, injures his shoulder lifting a heavy component. He’s out for six weeks recovering. Now, someone with limited experience may be brought in to help, but the work that was split between two people falls directly on you. You’re suddenly pulling double shifts, skipping breaks, and rushing through tasks to keep production moving. The strain starts to wear on you physically and mentally. By week four, your own back feels tight, and you’re exhausted. You’re more likely to make mistakes or injure yourself, which could put you out of work too.

That’s the ripple effect: one injury can quickly multiply into staffing shortages, bottlenecks, and burnout across an entire team. It highlights why forward-thinking employers are moving from reactive care to proactive prevention, investing in smarter workplace design, employee education, and early intervention.

Core Pillars of Injury Prevention Programs

Effective prevention doesn’t come from a one-size-fits-all checklist, it’s built around strategies that reflect the real risks of your workplace and your people.

Early Intervention and Workplace Ergonomics

Prevention begins with the work environment itself and early intervention MSK care is the cornerstone of this principle. By identifying potential risks and addressing them quickly, organizations can stop minor aches from escalating into serious, time-consuming injuries. This proactive approach shapes every aspect of workplace safety, from the physical environment to employee conditioning.

One way to support early intervention is through ergonomic assessments. Evaluating each work station helps pinpoint repetitive movements, awkward postures, or heavy-lifting requirements that may contribute to strain. Simple adjustments, like modifying a workbench height or repositioning tools, can prevent shoulder or back injuries before they ever occur.

Equally important is empowerment: giving employees clear, simple ways to flag discomfort or hazards without red tape. Whether it’s a quick reporting app, a conversation with a supervisor, or dedicated safety ambassadors, removing barriers to reporting ensures small problems don’t escalate into major claims.

Preparing Employees for Success

Injury prevention extends to ensuring employees are physically prepared for their roles. Job function testing ensures that employees’ physical abilities match the demands of their roles, reducing the risk of overexertion, and setting up employees to perform work tasks safely . Complementing this, work conditioning programs strengthen employees’ endurance, flexibility, and overall physical capacity, equipping them to meet job demands without undue strain.

Even the safest workplace design can’t prevent every injury without informed, engaged employees. Education gives workers the tools they need to protect themselves and act proactively. Annual training on safe lifting techniques, posture, stretching, hydration, and recognizing early warning signs of strain helps maintain awareness.

In practice, injury prevention is a philosophy rather than a single action. Ergonomics, early intervention, job function testing, and work conditioning work together to create a safer, more resilient workforce, reducing injury risk and supporting long-term health.

Measuring the True Impact

Forward-thinking organizations actively measure the effectiveness of prevention programs to ensure they deliver real results. This means looking at indicators like:

• MSK injury rates
• Healthcare spend trends
• Lost workdays
• Employee engagement and satisfaction

Additionally, compliance plays a crucial role in this process. Tracking whether employees complete required training, follow safety protocols, and participate in wellness initiatives ensures that programs meet legal and regulatory requirements. These compliance metrics not only protect the organization from potential liabilities but also serve as early indicators of areas where prevention strategies may need adjustment.

The organizations that get the most value from their prevention programs approach measurement strategically. By leveraging data from functional assessments, symptom tracking, and employee feedback, these organizations continuously refine their prevention strategies and make data-driven decisions that maximize both health outcomes and operational efficiency.

The Power of Proactive Care

At Premise Health, we’ve seen the results firsthand when it comes to focusing on preventing MSK injuries. For many engaged organizations, it’s not uncommon to achieve upwards of a 90% reduction in injuries, a reduction in OSHA recordables, and lost work days within the first year of working with Premise.

By prioritizing prevention through ergonomic assessments, early intervention, employee education, and a strong culture of safety, employers can protect their most valuable asset, their people.
Now is the time for organizational leaders to make MSK injury prevention strategies a cornerstone of the workplace. It’s an investment that delivers long-term returns in health, performance, and business success. The message is clear: prevention pays off; for employees and for the bottom line.

Ready to take the next step?

Contact us or continue learning about our MSK solutions to see how Premise Health can help you create a smarter, safer workplace.

When you think of the phrase “chronic condition”, what comes to mind? Chances are it’s diabetes, hypertension, or obesity – conditions that are some of the most visible and widely discussed health issues today, simply because they affect millions of people and require constant management. 

The reality is: members are managing more chronic conditions than ever before, but many conditions are not traditionally thought of in the same way – yet they can contribute to complications that still drastically affect members and their organizations. Poor health from these conditions can result in decreased productivity while at work, missed workdays, low morale, and more.

Commonly Overlooked Chronic Conditions

Headache disorders, asthma, irritable bowel syndrome, and even depression are all examples of non-traditional or overlooked chronic conditions that can have these effects. In today’s blog, we’ll take a closer look at these four common conditions not traditionally categorized as chronic, their impact, and how personalized care can help improve outcomes for both members and their organization.

Headache Disorders

25 million Americans will experience migraines, a type of headache disorder, each year. Like other chronic conditions, many people still opt to work while experiencing symptoms, mostly because they can’t take time off or they might even feel it isn’t justified.  However, left unmanaged, headache disorders can quickly become debilitating. One study found that during migraine attacks, people are less than half as effective in the workplace due to pain, unpredictability, emotional impact, and more; this amounts to $26 billion per year in productivity losses, absenteeism, and presenteeism. 

The indirect impact of headache disorders can be measured outside of the workplace, too.  Similar to more “traditional” chronic conditions, symptoms can become so intense that members will seek emergency care and need to be prescribed medication. Given the high cost of hospitalizations, prescriptions, and further doctor visits, this alone amounts to an additional $10 billion annually. While members will suffer their own out-of-pocket costs as a result, these expenses are often largely covered by their employers. 

Asthma

Asthma is one of the most common chronic non-communicable diseases, affecting nearly 28 million people in the U.S. Although many people are diagnosed in their younger years and learn how to manage early-on, adult-onset asthma can also be a very serious and chronic disease. Often mistaken or dismissed as allergies, when any type of asthma is left unmanaged, the impact can be both costly and life-threatening. For employers, the healthcare expenditure is significant: asthma treatment costs $21 billion annually and even caused nearly 3,000 avoidable deaths in 2023, making it comparable to the impact of other more commonly known chronic conditions.

Irritable Bowel Syndrome

An estimated 5-10% of the world’s population live with irritable bowel syndrome (IBS), including as many as 25-45 million Americans. While it’s often dismissed as simple digestive issues, IBS is a complex condition that goes beyond just unpredictable bowel trouble – including symptoms like chronic pain, bloating, and even mental health challenges like increased psychological distress and lower perceived quality of life.  

In the workplace, these symptoms can be deeply disruptive; one study found that members with IBS experience a 21% reduction in work productivity, which is equivalent to working less than four days in five-day work week. Like more widely recognized chronic conditions, IBS requires ongoing management and carries hidden physical and financial costs for both members and employers.

Depression

It’s important to remember that many complex conditions are not just physical, and various mental health conditions warrant the same level of care as physical chronic conditions. This is especially true when considering depression, which affects one in five adults in the U.S. What makes mental health conditions uniquely challenging to manage is that the impact cannot always be easily seen.  

Organizations may notice effects like absenteeism, with poor mental health accounting for nearly 12 unplanned absences annually, compared to 2.5 for other workers. However, those managing mental health conditions like depression may not seek help until it’s an emergency, resulting in much higher healthcare spend, especially for reactive care.

How Personalized Care Can Help Manage Overlooked Conditions

While conditions like diabetes, hypertension, or obesity often dominate chronic care conversation, many members quietly struggle with these less visible but equally complex conditions. These conditions are often misunderstood, misdiagnosed, or minimized, leading to poor health outcomes and unnecessary spend.  

For a member managing one or more complex conditions, a personalized care plan tailors support to their individual needs, resulting in treatment that will actually work for their lifestyle. Effective care plans are developed by a skilled care manager who works closely with the member’s primary care provider (PCP) as well as the rest of their care team. By working together, the care manager can create truly customized care that accounts for the full picture of the member’s health, including social drivers like food access, transportation, and living conditions to effectively meet their needs. The result is better health outcomes for members and improved savings for their organization. 

What might this look like in practice for a member managing headache disorders? Let’s walk through an example: 

A 38-year-old member is experiencing frequent, severe headaches. They’ve been relying on over-the-counter medications and occasionally visiting urgent care when the pain becomes debilitating. The member is starting to miss work and withdraw from team activities due to symptoms and fatigue. The member reaches out to their PCP, who understands their full medical history, and is connected with a care manager as a resource. 

The care manager engages with the member to understand the frequency and triggers of the headaches. With the information provided by the PCP, the care manager works with the member to identify potential lifestyle triggers like lack of sleep, skipped meals, or screen time. They develop a detailed plan for how the member can adjust their habits accordingly. They also educate the member on how to properly track their symptoms and checks in with them regularly. If a new medication is prescribed, a pharmacist will help them understand when and how to take their medication, while the care manager follows-up to ensure it’s working and collaborates with the pharmacy if adjustments are needed.  

With the help of this high-touch care plan, the member begins to have headaches much less often, improving their quality of life, allowing them to be more present at work, and reducing the need for urgent care. 

Personalized Care for All Complex Conditions

Through care management at Premise Health, care managers provide personalized care for members managing a range of complex conditions. Using a data-driven approach, these providers engage high-cost, high-risk members to help get them on the right track to a healthy life. No matter which conditions are prevalent among your population, your members deserve the same level of care and time commitment from a dedicated provider. The fact is, when your members live healthier, you save more.  

If you’re ready to offer high-touch care for your members managing all types of complex conditions, read more about care management or contact us. 

By now, you’ve likely heard a lot about how an onsite solution can make a difference in how members experience healthcare: short lines, personalized coaching, and faster prescription fill times are a marked improvement over what many experience at community pharmacies.  

But for some organizations, implementing a full-fledged pharmacy may feel unattainable, or like a big step – it requires financial investment, suitable space, and strategic involvement that can be daunting, especially for a company that isn’t experienced in offering an onsite pharmacy benefit. 

But moving the needle on your people’s pharmacy experience doesn’t have to involve expanding your health center – it can be as simple as implementing a provider dispensing solution. 

How Is Provider Dispensing Different from an Onsite Pharmacy? 

Provider dispensing – also called “prepack medications” or “physician-dispensed medications” – is a model that allows primary care providers to prescribe and distribute medications from the exam room. 

Provider dispensing and onsite pharmacies both improve medication access, but they operate in distinct ways, each with their own pros and cons. Provider dispensing isn’t legal in every state and typically offers a limited, generic-only formulary. In contrast, onsite pharmacies are more widely permitted and can offer a broader range of medications—including brand-name, specialty, and over-the-counter options. 

Another key difference is staffing. Provider dispensing is handled by primary care providers without a pharmacist, making it easier to implement but potentially limiting clinical support. Onsite pharmacies, staffed by licensed pharmacists, offer more comprehensive medication counseling and care coordination. 

Provider Dispensing and Advanced Primary Care  

An advanced primary care approach brings together different health services to make care more accessible, patient-centered, value-driven, team-based, outcomes-based, focused on the mind and body, and continuous. At Premise Health, we believe that pharmacy is integral to achieving the goals of the advanced primary care model.  

Why?  Taking medication properly plays a large role in promoting better outcomes for many members – in fact, medication adherence can reduce long-term mortality risk by up to 21%. 

For organizations that don’t have the money, space, or executive buy-in to implement a full pharmacy, provider dispensing can be the solution to fill the gap, giving members the access they need to take their prescriptions as directed.  

However, the impact of provider dispensing in an advanced primary care setting goes beyond adherence – it can also be instrumental in providing a more satisfactory experience for members and their families. Here’s how: 

How Provider Dispensing Boosts the Member Experience  

Convenience  

The last thing anyone wants to do when they’re sick is trek across town to pick up prescriptions. Provider dispensing saves members the hassle, while simultaneously building trust that members can bring their health concerns to their wellness center and be taken care of.  

From a member’s perspective, that might mean scheduling a sick visit with their provider for an acute illness – like a sinus infection – and being able to walk away from that appointment with their antibiotics in hand. It’s a far cry from the extended fill times and long waits typical at retail pharmacies in the community and means that members can start taking medications – and feeling better – right away. 

Personalized Care  

In the advanced primary care model, members already get more time with their providers than they do at a community primary care practice, but provider dispensing takes it to another level. In addition to time spent addressing health concerns, provider dispensing also gives members intentional space to ask medication questions and voice concerns with a provider they’re already comfortable with.  

For example, if a member is experiencing side effects or barriers to care that would prevent them from taking medication properly like cost, lack of support at home, or low health literacy, they can work directly with their provider to find a solution before they leave the exam room.  

When the average community pharmacist spends only 10% of their day working with patients, the extra support available through provider dispensing at an onsite or nearsite pharmacy can be a game-changer for members, whether they are experiencing barriers to care or just have additional questions about their prescriptions. 

Better Outcomes  

When prescriptions are never filled or taken improperly, a gap in care can happen, which can lead to prolonged illness and unmanaged chronic conditions. However, by requiring a member to visit their provider to get a refilled prescription, it gives providers more visibility into the member’s health, reduces the chance for gaps in care, and makes them less likely to feel they’re on their health journey alone.  

This can be particularly impactful for members with chronic conditions, who may need additional, ongoing support as they manage their illnesses.  

Let’s say a member is managing a chronic condition like high blood pressure. They may meet with their provider on a monthly basis to get updated readings and check the effectiveness of their medication and lifestyle changes. At the end of their appointment, they can get refills of the medications they use to stay healthy right there in the exam room and continue discussing side effects or additional questions and concerns.  

As a result, members are more likely to see positive outcomes and feel that they have the backing of their care team as they continue to improve their overall health.  

Provider Dispensing and the Greater Healthcare Industry  

Provider dispensing improves the experience for members who have access to onsite or nearsite health centers. But it can also improve the experience for people who use community health resources as well. 

When members get their prescriptions through provider dispensing onsite, the medications they need for short-term illnesses like a cold or infection are not entered into the workflow for community pharmacies. This alleviates pressure on retail pharmacies that are already filling over 300 prescriptions per day on average over the course of one year. 

Meanwhile, when members are have the support to take their medication properly, they also see fewer medication-related hospital and urgent care visits, meaning they’re not taking up space in the waiting room for those with serious medical emergencies in the community.  

Help your members make the most of their primary care visits. 

By adding provider dispensing to a primary care offering, organizations can not only expand their members’ access but make it more convenient and effective for members to get the care they need.  

At Premise, we work with providers at over 250 sites in 34 states to offer convenient, effective provider dispensed medications to our members. Whether it’s a first step towards a full pharmacy, or part of your organization’s goal to add advanced primary care to your benefits, get the expert guidance you need to make the right decision for your people, for only the cost of the initial medication inventory  – get in touch today to learn more. 

Clinical quality is the foundation of exceptional healthcare. It’s essential in improving health outcomes, reducing costs, and enhancing the patient experience. Clinical leaders at Premise, like Meghan McManama, vice president of product, are crucial to helping our members get, stay, and be well.  

Meghan received her Bachelor of Arts from Boston College, Master of Sciences in nursing from Columbia University, and a Doctor of Nursing Practice from Northeastern University. With nearly 20 years of experience in nursing, including 17 years as a board-certified nurse practitioner, Meghan helps lead our product team in its pursuit of commercial and clinical excellence. She is also a member of Nashville Health Care Council’s 2025 class of Council Fellows, a highly competitive executive program that allows her to join healthcare’s brightest minds to shape the future of the industry.  

We sat down with Meghan to explore how Premise’s innovative, high-touch approach to healthcare product development is raising the bar on quality and driving better health — one member at a time. 

You’ve had a dynamic career in healthcare. Can you share your career journey while at Premise and what your role looks like today? 

I joined Premise in 2013. At the time, I had been practicing as a nurse practitioner in an accountable care organization. A former colleague reached out about a role as a health center manager and clinician at a new center, and I was excited for a new and different opportunity.  

While in that role, I earned my doctorate and became interested in transformational leadership. After a few years I took a position in Premise’s medical operations department as a clinical operations director, where I learned more about the nuances of our different centers, how our clinical leadership teams support the onsite teams, and what our credentialing and clinical quality programming looks like. From there, I took on a senior role in clinical strategy and communications, overseeing the teams who lead each of our products, or specialties, in medical operations.  

Last year, I stepped out of medical operations and into the growth and development side of the organization. I play a lead role in creating high-quality healthcare solutions that meet the unique needs of our clients’ populations and ensuring those solutions are scalable across the country, all built on the foundation of patient-centered advanced primary care. We focus on exceptional member experience, driving member impact, and delivering better health outcomes. 

The most dynamic component of my role is supporting the leaders and teams behind each type of care. Premise is a large organization — no one person or team can drive success alone. A big part of my role is working with our teams to ensure our products are scaled, high quality, and meeting not just the market needs, but also those of our client and member populations. To do this, partnering with other departments within Premise is essential to empower our on-the-ground providers to focus on what matters most: caring for members. For example, we partner with IT teams to build tools for our care management and care navigation products. Our IT team members are responsible for customizing our Epic electronic health record so when providers make referrals, they are sent directly to our care navigators. This efficient process allows care navigators to quickly schedule appointments for members with specialists who are known for providing high-quality and cost-effective care.  

You mentioned delivering better health outcomes, which requires high-quality care. What does clinical quality mean to you, and how do you deliver it in your role? 

At Premise, clinical quality means more than delivering services — it means training, tracking, and demonstrating our impact. We can show that we do what we say we do, and we do it well. Our advanced primary care model gives care teams more time with patients and brings together clinicians from diverse backgrounds to meet members’ needs. Not only that, but we actually follow members throughout the healthcare ecosystem – both in the Premise environment and when we refer them into the community. The icing on the cake for clinical quality is when we get the member through our system safely, in a way where they are navigated along their care journey. It’s warm handoffs. We hold ourselves accountable for that.  

We see the impact of our clinical quality in our outcomes – whether that’s in our HEDIS metrics or in reduced ER visits and hospitalizations. There’s also an impact on the cost side. With our claims-based analysis conducted by Premise using a methodology validated by Milliman, we see individuals who are engaged and attributed to a Premise primary care provider have fewer unnecessary ER trips and inpatient hospitalizations than their peers with PCPs in the community. The organizations we work with see not only a healthier workforce and fewer work-related injuries and absences, but they also see the impact on their bottom line. They’re getting that return on investment with a healthier population and cost savings for those members who are utilizing our services. That’s what I think of in terms of quality – that whole picture, whole-person care. It’s why I oversee our advanced primary care model – because I believe in it so much. 

How do you stay up to date on clinical innovation and bring your learnings to Premise? 

We hear things from the field, go to national conferences for different specialties, engage in discussion boards, and read academic journals. We also gather insights from our medical directors and onsite teams about emerging needs and local innovations. We partner closely with our medical operations leaders and them, “What are you being asked for? What are you seeing in your local community practices that we don’t offer?” Then we talk about why we don’t offer it and build out the business case if we should.  

We’re also looking at other organizations – how are they innovating? And how can we improve? Other times the drive for innovation comes from the employers and unions we work with who point to something in their claims and ask us for solutions. If we don’t have the right solution in place, we develop one.  

The industry is constantly evolving. How do you balance the need for rapid innovation with maintaining clinical excellence? 

As an organization gets larger, you can no longer rely on every single person on the team to be a Jack or Jane of all trades. In small organizations, people wear many hats. But as Premise grows, we’ve built dedicated roles to bring deep expertise to the table. Each expert has their own swim lane and niche, and then we all come together to take care of the member.   

Premise has been around since 1964, but we are not a static organization. We don’t just say, “This is the way we’ve always done it.” We’re constantly in this retrospective and forward-looking process of asking, “What do we offer? Is it working and meeting the needs of our members and clients? If we were going to make modifications to a type of care, what should we do, and when should we do it?” We’re still nimble and can get things implemented relatively quickly, but we have the right folks leaning in and approving what we’re building at different stages of the game so we can ensure it’s still a high-quality service. 

What’s an innovation you’re particularly excited about right now — within Premise or the broader healthcare space? 

I’m really excited by how employers and unions increasingly recognize the value of our advanced primary care model. What has been to my surprise and delight is that interest has resulted in the conversations we are now having about our primary care-centered health plan. Through partnerships like the one with Centivo, we’re helping organizations reduce not just their costs, but the out-of-pocket costs for members and their families. It’s incredible to see that the care we deliver can help someone live a healthier life and also afford groceries, a car payment, or even a family vacation. 

We’ve long known that people who utilize primary care have better health outcomes and see lower costs. And now the proof is in the plan model. We have really innovative clients that have partnered with us for the January 2026 benefits cycle. We’ve always influenced benefit design, like copays, but now we’re influencing premiums. It’s a bold step toward rewarding the right kind of care, and I’m thrilled to be part of it. 

Our products are at the core of what we do at Premise, and with leaders like Meghan, they’re constantly growing and evolving to meet the needs of those we serve. If you’re interested in exploring more about our product offerings, contact us today.  

What if the secret to better health and financial outcomes for your organization lies not in higher medical spend, but in smarter technology in the right hands? For many employers, a significant portion of their healthcare costs stems from a small group of members driving high-cost claims year over year.  As part of an advanced primary care approach, care management uses data to engage these high-risk populations and provide personalized care plans. Behind the scenes, highly skilled clinicians called care managers make the magic happen. These healthcare professionals are registered nurses who have received additional training and hold experience working with high-risk members, mainly those managing chronic conditions.  

What Types of Technology Do Care Managers Use? 

Care managers use a variety of technology-driven tools to help their members get the care they need, including claims data, electronic health record systems, and member portals. In this blog, we’ll explore how this technology supports care managers on their mission to improve the wellbeing of their members, and how these positive outcomes can trickle up to benefit your organization as a whole. 

Claims Data 

As one of the most useful pieces of modern-day healthcare technology, the insights provided by claims data are an effective tool that enables care managers to offer the best care possible. Put simply, the inclusion of claims data paints a more complete picture of a member’s health journey and highlights any potential care gaps that may remain unaddressed. For example: if a member has recent lab work reporting a high A1C, but their claims data doesn’t show any documented follow-up care, a care manager can reach out to facilitate closing that loop. When care managers have this extra visibility, they can proactively intervene and encourage members to engage with their health; after all, engaged members make for a much healthier, and less costly workforce.   

Although care managers provide great personalized care with or without this data, claims also gives deeper insight into a population’s overall health by identifying the sources of healthcare spend. This can include anything from hospital stays to primary care visits and more. This helps care managers analyze what specific types of care members are seeking, which empowers them to have more informed conversations during visits. By extension, this information can also help employers identify the right benefits strategy, as the organization can understand what care their members actually need and make smarter decisions about what to offer.  

Electronic Health Record Systems 

More commonly known as EHRs, these systems are essentially a digital version of a member’s medical history, tracking real-time data like lab test results, clinical notes, exam findings, and more. When care managers have access to the same EHR platform as other providers, such as their primary care provider, it supports better coordination of care across the board. This collaborative care team approach is another important piece of advanced primary care, where seamless integration on the EHR platform is essential to achieving positive outcomes. 

At Premise Health, we use Epic’s health record system to equip our care managers with the latest in EHR technology. With ongoing innovations and new tools offered regularly through the platform, clinicians’ visibility into member health is consistently improving. One recent addition, Compass Rose, is a great example of this. Here’s how this tool works: 

A member visits their wellness center for a diabetes visit with a care manager. During their discussion regarding the member’s recent A1C test results, the nurse navigates through their chart and notices their annual colonoscopy screening is coming due. With this enhanced visibility in the dashboard, the nurse can easily facilitate scheduling to ensure the member gets the care they need on time. This improves coordination of care for the member and will help paint a more complete picture of individual health outcomes. 

Without this enhanced visibility, the member may not have prioritized getting a colonoscopy, opening the door for significant health risks and more costly care down the line, much of which the employer may end up covering. More proactive care enabled by this technology means members can get ahead of these risks and come to work feeling better and ready to be more productive. 

Member Portals 

Technology is in more human hands than ever before, especially smartphones. When members have an easy way to access their health data and conveniently engage with their providers through these devices, they’re much more likely to be healthier; this includes symptoms connected to chronic conditions, like reductions in blood pressure, A1C, and cholesterol. Member portals also give care managers a way to help members self-manage their chronic conditions between normally scheduled visits – they can answer questions, provide educational materials, give insight on progress, and offer them encouragement. 

At Premise, we use My Premise Health, empowering care managers to build a trusted relationship with members managing high-touch needs. This platform goes beyond just scheduling in-person appointments – members can conveniently interact with their care manager through secure messaging, virtual visits, and even view and discuss lab results all within the app. Members who have access to this platform through their benefits can more easily manage their health, including chronic health conditions. 

Chronic Condition Management Enhanced by Technology 

Our chronic condition management solution, care management, combines the power of healthcare technology with the personalized, human touch of a care management nurse. Claims data, EHRs, and member portals are all tools that help care managers at Premise drive positive outcomes for their members; this can trickle up to employers in the form of cost savings, a more informed benefits strategy, higher productivity among their workforce, and improved retention.  

If you’re ready to help your high-cost, high-risk population get the care they need, contact us or learn more about care management.   

From the makeup of their workforces to where they operate to their expectations around healthcare benefits, no two employers are the same.  

Health plans are in a unique position, looking to address challenges that are as different as the employers they serve, while also solving one underlying problem that’s important for them all: poor member experience. 

Healthcare remains frustratingly fragmented. Most people are familiar with long stints in the waiting room, limited appointment availability, rising out-of-pocket spend, and shortages of primary and behavioral health providers. It all results in dissatisfaction—and, too often, delayed, or abandoned care for members. Meanwhile, health plans experience difficulty looking to deliver member-centered care, manage costs, control premiums, and improve access, all at the same time. 

However, there’s good news: Health plans don’t have to solve the member satisfaction problem alone. By partnering with a direct healthcare provider, payers can improve access, boost outcomes, and create a seamless, high-quality experience for their members – all without breaking the bank. 

Enhancing access through convenience and integration 

Direct healthcare models are built to overcome the access issues that plague many parts of the healthcare system. This is especially true of direct healthcare solutions that leverage an advanced primary care model, which is designed to meet members where they are in a way that conveniently fills gaps in care. 

Here’s an example: When virtual and in-person care is available through an integrated platform, members can get care however works best for them. At an onsite or nearsite wellness center, they can get same-day and next-day appointments in-person with their care team, including primary care providers and licensed counselors. Or, if they need care overnight, away from home, or after hours, digital health solutions make it easier for members to get the care they need from wherever they are. 

As a result, members no longer face long waits and can start feeling better, faster. And because virtual and in-person services can be delivered through a single system with one electronic health record (EHR) like Epic, the experience is seamless across all touchpoints, meaning members don’t have to recite their medical history at every appointment. 

Member engagement has to start early—and stay steady 

Engaging members isn’t something that can happen after the fact – after all, if members don’t know about their benefits, they can’t use them properly. When health plans begin a partnership with a direct healthcare partner, they collaborate to develop a tailored member engagement strategy that educates members about the care model and builds trust from day one. 

Member experience teams work with health plans to ensure the right messages reach the right people, using tools like personalized email outreach, health center events, and integration into existing tools, like health benefits portals. 

Members aren’t just told about the services available; they’re shown how to access and use them in a way that feels relevant to their needs and receive ongoing education about the kind of care available to them. It’s this kind of intentional communication that turns eligible members into active participants in their health, prompts them to seek preventive care, and improves health outcomes down the line. 

A team-based approach to proactive, personalized care 

Improved access is important, but creating a better member experience also means empowering providers to work together for the good of their members. Direct healthcare brings together the entire care team – primary care providers, counselors, pharmacists, care navigators, and more – so they can work together to support a member’s whole-person health and minimize opportunities for gaps in care. 

Technology makes this possible: Providers share information through the same EHR, which eliminates duplicative care and streamlines the referral process. If a member needs specialty support, they’re guided to affordable, high-quality care, reducing downstream cost. 

Rather than waiting for members to seek care, care teams can also use population health data to identify high-risk individuals – like those managing or at risk of developing chronic conditions – and reach out proactively to offer resources. As a result, members can build trusted relationships with providers, and have conversations to address critical health concerns before they emerge or worsen. And by getting high-risk members engaged early, these providers are then able to reduce expensive emergency department and hospital visits, improving outcomes while controlling healthcare spend.  

Delivering value where it matters most 

When members are satisfied, healthier, and more engaged, everyone benefits – from their family members to the health plans that serve them. 

When health plans partner with direct healthcare companies, they lower out-of-pocket costs for members by offering low- or no-copay visits to services like primary care and behavioral health. And when members have longer appointments with their providers learning ways to improve their lifestyles and prevent costly conditions, they spend less time in the hospital or urgent care and more time doing the things they love. 

Meanwhile, employers see better health outcomes among their people, reduced absenteeism and presenteeism that can impact productivity, and lower turnover from employees who love their benefits. Plus, that same reduction in costly conditions, ER visits, and inpatient stays results in lower overall healthcare spending for employers, too. 

Create a better healthcare experience for your members 

In today’s evolving health plan landscape, the ability to offer integrated healthcare that’s accessible, affordable, and member-focused gives plans an innovative edge over the competition. When health plans embrace advanced primary care, they gain a powerful ally in their mission to improve outcomes and control costs while boosting satisfaction for their members. 

At Premise Health, we partner with health plans to create smarter, more personalized healthcare solutions that elevate member engagement and satisfaction. Ready to expand access, improve care coordination, and design more impactful benefits? Get in touch today. 

Musculoskeletal (MSK) injuries are one of the most common and costly health challenges employers are facing today, impacting everything from healthcare spending to employee productivity. While physical therapy can be a solution to reducing spend, focusing solely on the price per visit doesn’t reveal the full picture. Where and how care is delivered can have a major impact on overall MSK spending, recovery time, and member outcomes.  

That’s why it’s essential for organizations to view physical therapy not just as a clinical service, but as a strategic investment. When delivered effectively at an onsite or nearsite wellness center, physical therapy can generate measurable value across an organization. In this blog, we’ll explore how direct healthcare models help streamline care, reduce waste, and ultimately save organizations time and money when it comes to MSK injuries. 

The Hidden Drivers of Physical Therapy Spend 

When evaluating physical therapy, many organizations start by focusing solely on the cost per session. However, this narrow approach often overlooks the key factors that influence overall spending and care outcomes. In truth, the total cost is driven less by the price of each visit and more by timely access, the quality of care, and the potential for unnecessary escalation of treatment. 

Consider a common scenario: a member develops mild but persistent back pain after a weekend home improvement project. Under a traditional care model, they may first need to see a primary care provider for a referral, wait days or even weeks for an appointment at a community clinic, and attend multiple sessions, often during work hours. Without timely access to the right provider, symptoms can worsen, turning a minor issue into a major one that requires imaging, injections, or even surgery.  

These delays don’t just affect clinical outcomes; they also drive-up indirect costs for employers. Time off for appointments, reduced productivity, and frustration with a disjointed care experience all add up. And when treatment takes place in high-volume clinics with limited continuity or coordination, results can vary significantly. 

What Employers Should be Measuring 

It’s time for employers to look beyond traditional metrics and truly track the value and costs of physical therapy. The real question isn’t how much each session costs, but whether the care being delivered is helping members recover faster, with fewer complications, and at a lower overall cost. To better understand how physical therapy is working or not working for your member population, consider evaluating: 

• How quickly members can access care 

• How many visits it takes to resolve a condition 

• How often cases escalate to imaging, surgery, or other high-cost interventions 

• How quickly members are able to return to their normal routines 

These metrics reflect actual health outcomes and financial value, offering a more accurate view of whether a physical therapy program is truly supporting recovery rather than simply extending the process. By measuring what truly matters, organizations gain a clearer picture of where care is excelling, where it’s falling short, and where there’s room for improvement. This kind of insight drives smarter decisions, better outcomes, and a stronger, more resilient workforce. 

Implementing a More Accessible Physical Therapy Model 

Recognizing these challenges, many employers are rethinking how physical therapy is delivered by bringing it closer to the workforce. By offering onsite or nearsite access, organizations remove common barriers to care, allowing members to receive help faster and more conveniently. Direct access to physical therapy eliminates the need for referrals, reduces wait times, and empowers members to take charge of their recovery earlier, often before issues escalate. 

This proximity also fosters stronger engagement. When care is easily accessible, members are more likely to follow through on treatment and see better results. One-on-one sessions with licensed therapists ensure that care is personalized and focused, rather than rushed or generic. And because treatment happens within a connected environment, there’s greater continuity, members won’t have to bounce between disconnected providers or attend unnecessary repeat visits. 

The result? Fewer escalations and better outcomes. Early intervention helps prevent the need for MRIs, specialist consults, or surgeries, driving significant savings on a per-case basis. For employers, this means lower costs, faster recoveries, and a healthier, more productive workforce. 

What Employers Can Do Now 

If you’re evaluating your current approach to physical therapy, consider starting with a basic audit. Where are your members going for care? How long are they waiting to begin treatment? These questions can reveal patterns that might be contributing to higher costs or longer recovery times. From there, consider what barriers might be preventing members from receiving the right care at the right time. Are appointments easy to schedule? Is care offered in a way that fits into members’ routines? Onsite and nearsite physical therapy helps eliminate many of these challenges while improving consistency in the delivery of care. 

Most importantly, start tracking outcomes, not just visits. Instead of focusing solely on the number of sessions, shift to what those sessions actually achieve. Metrics like time to recovery, condition resolution, and reduced reliance on more expensive treatments provide a clearer picture of how effective and efficient your current approach really is. 

Making these changes doesn’t require a complete overhaul. It starts with asking better questions and using the answers to guide smarter, more informed decisions about how physical therapy fits into your broader health strategy. 

Moving Towards Better Outcomes 

Physical therapy plays a crucial role in musculoskeletal care, but its full potential is only realized when it’s delivered efficiently, conveniently, and proactively. At Premise, we don’t just deliver physical therapy; we deliver measurable outcomes. Our direct access care models are specifically designed to reduce overall MSK spend, accelerate recovery, and keep your workforce healthy, strong, and productive. Premise Health uses validated outcomes data to measure the impact of our musculoskeletal services, and the results speak for themselves. Our physical therapists and chiropractors help members achieve greater improvements in physical function compared to community-based care, and they do it in nearly four fewer visits on average. This efficiency translates into an average indirect cost avoidance of $329.80 per episode of care. The result: better outcomes, fewer visits, and greater financial value. 

If you’re ready to move beyond fragmented community care and partner with a provider who integrates physical therapy into a broader, coordinated healthcare strategy, contact us today to learn how we can help you achieve better outcomes for your organization. 

It’s been a few years since the initial boom in popularity surrounding GLP-1s – from 2018 to 2023, prescriptions for these drugs increased by an astounding 300%. This rise in usage could be attributed to many factors, especially the influence of social media, celebrity promotion, direct-to-consumer advertising and weight management programs promising quick access to “quick-fix” medications. With millions of people struggling to slim down every year, and less than half of American adults being content with their weight, it’s no surprise the hope for a better solution translates to continued interest in GLP-1s. 

Looking at even more recent data, these trends certainly aren’t showing any sign of slowing down; in February of 2024, doctors wrote almost 700,000 new GLP-1 prescriptions for diabetes and obesity. Over time, this extra demand has resulted in significant price increases, improper prescribing, and other hurdles that ultimately affect both employers’ medical spend and people’s ability to access appropriate medication.  

The Challenges Behind GLP-1s 

The ongoing demand for GLP-1s has created some unexpected challenges. Let’s take a deeper look into these challenges, their impact, and how employers can take a more strategic approach to offering weight loss programs for their people.

Increasing Cost

Medicare spending on 10 diabetes drugs, including GLP-1s, more than quadrupled over a five-year period, and could reach $102 billion in 2026. With projections like this, it’s likely these are not temporary spikes in spend but rather becoming a sustained and growing financial burden. Additionally, it raises concerns about long-term affordability and access for both payers and members; many health plans are looking at the cost of these drugs, including Zepbound’s shocking $1,060 for a one-month prescription, and reducing or dropping coverage. Meanwhile, employers are being forced to reevaluate their coverage and face tough tradeoff decisions about budget control and meeting the needs of their people.

Improper Prescribing

When GLP-1s are improperly prescribed and dispensed, members are the ones who suffer. This can include lackluster education on how to dose the medications, lack of awareness around side effects, and more. Quick access to GLP-1s without proper input from a provider can cause health concerns for members in the long run. Meanwhile, diverting resources away from high-risk populations with a legitimate need can lead to inequities in care among the population, resulting in worsening health outcomes and an overall unhealthier workforce.

Medication Nonadherence

Ensuring GLP-1s are only prescribed to the appropriate members is proving to be difficult enough, but recent data is also showing that 58% of patients are discontinuing them before reaching meaningful levels of weight loss. Why does this happen? Besides the obvious cost obstacle, access itself can also be an issue for those living in rural areas across the country. 46% of U.S. counties are considered pharmacy deserts, where filling a prescription requires lengthy travel, and the number of community pharmacies has dropped almost 15% from 2021 to 2023 due to major shifts in the pharmacy industry. Many pharmacies are also declining to fill GLP-1 prescriptions due to reimbursement challenges, further complicating access for members. In addition, a lack of member education plays a role in nonadherence, as a community pharmacist may not have the time or bandwidth to answer questions during a rush.

Lack of Ongoing Support

GLP-1s only tend to work with proper use in combination with appropriate lifestyle changes advised by a provider or team of providers. Without this, if members start and fail to continue these medications, organizations are then footing the bill without seeing any long-term savings associated with improved health outcomes. Improperly discontinuing GLP-1s has also been shown to increase weight regain, which can result in frustration and disengagement among the population. Adherence could then drop even further, and employers may misinterpret the drop in utilization by thinking GLP-1s aren’t effective; in reality, it’s possible they weren’t being used correctly in the first place.

What Does Better GLP-1 Management Look Like?

GLP-1s are just a small piece of a well-structured weight management strategy. Many existing programs don’t account for the full scope of variables that contribute to weight loss, including diet, exercise, metabolism, comorbid conditions, genetics, and mental health. Therefore, it’s vital for employers to be more strategic about offering holistic weight management resources that bring together a cross-functional team of primary care providers, pharmacists, care managers and more to support their population while also controlling spend.

Well-integrated pharmacy solutions can be one answer for employers looking to bring GLP-1 support to their people. Pharmacists partner with primary care providers and the experts who lead weight management programs, working together to reduce the impact of these GLP-1 challenges through the power of an onsite or nearsite pharmacy. Let’s explore how this solution addresses each challenge:

Lower Cost

Proper medication guidance means that, with the help of both a primary care provider and a pharmacist, members can fully understand their options: which weight management drugs are available, how much is covered by their insurance, what cost-effective generics exist, and any variable copay programs that might help reduce out-of-pocket spend.

Proper Prescribing

Weight management programs with an integrated care team that includes a provider, pharmacist, and a care manager allow for better oversight and collaboration on the member’s weight loss journey. The provider can advise on prescribing and overall health needs, the pharmacist can support medication access for the member, and the care manager is there for regular check ins and additional coaching. This all helps ensure that program participants are being appropriately prescribed the right medication, every time.

Better Adherence

Members might only speak with their primary care provider at their annual check-up, but they probably chat with their pharmacist any time they need to refill their prescription, making this over-the-counter expert a go-to for detailed support between appointments. Meanwhile, members who aren’t able to physically access a pharmacy can opt to receive their medications through next-day mail. By improving member education and access, program participants have the tools they need to stay on their medication. When the care team is accessible through in-app messaging or available at their onsite or nearsite wellness center, members can get the help they need when questions arise about proper dosage, injections, or more.

Lifestyle Change Support

When the weight management solution is quarterbacked by a provider and supported by a care manager, it creates the opportunity to address all aspects of member health, including things like proper nutrition, getting enough sleep, and building a foundation of regular movement. Meanwhile, a pharmacist can help coach members on additional medication and lifestyle changes needed to manage and improve chronic conditions associated with obesity and overweight. What results is a comprehensive approach to weight management instead of a quick-fix mentality, which yields better long-term results.

Weight Management at Premise Health

At Premise Health, our weight management program is primary care-led, evidence-based, and supported by an interdisciplinary care team that can include clinical pharmacy, nutrition, behavioral health, and more. With a focus on pharmacy integration, weight management at Premise helps employers offer evidence-based resources, including GLP-1s where clinically appropriate, that guide members towards better health while managing the ongoing challenges these medications can present.

If you’re an employer feeling the impact of GLP-1 challenges, contact us to talk about what a weight management program could look like for your organization.

In recent years, conversations around mental health in the workplace have become more prominent and widely accepted. The rise of hybrid work has blurred the lines between personal and professional life, introducing new challenges. These challenges have brought mental health to the forefront in urgent and visible ways, prompting employers to reevaluate how they support their teams in this new world of work.  

As we discussed in our previous blog, How to Talk About Mental Health at Work, opening up about mental health is a powerful first step toward reducing stigma and supporting employee wellbeing. But mental health awareness alone isn’t enough. Employers must now move from dialogue to action. 

Understanding the Mental Health Landscape for Office and Remote Work Environments 

To understand why mental health strategies in the workplace matter, it’s important to look at what employees face today. The modern work environment, whether remote or in-office, often demands long hours, leading to a lack of boundaries and increased stress. Employees may feel the need to appear “on” all the time even when they may be struggling to keep up with demands or handle work-related stress and anxiety.  

Hybrid and remote workers additionally may feel isolated and disconnected from the rest of the team, while in-office environments don’t always offer the privacy or flexibility needed to access mental health care discreetly. Although some support systems do exist, such as Employee Assistance Programs (EAPs) or referral systems, they often feel out of reach, underutilized, or unrelated to the day-to-day work experience. 

The impact of untreated mental health issues in the workplace can be significant. Chronic stress, anxiety, and depression can lead to burnout, absenteeism, and presenteeism, where employees are physically present but mentally disengaged. Over time, this affects productivity, morale, and employee retention. Traditional solutions, while helpful, often fall short in addressing the root causes or making support feel truly accessible. That’s why employers are increasingly looking for ways to weave mental health into the culture of the work environment itself. 

Embedding Mental Health into Everyday Work Culture 

For mental health support in the workplace to be effective, it must be visible, accessible, and, most importantly, trusted by all employees to be effective in both office and remote settings. Creating this type of environment starts with communication, which is especially important for remote workers. Regular, meaningful check-ins between managers and employees can help normalize conversations around the subject and create space for people to speak up when they may need help. Over time these conversations will begin to feel more natural, and action can be taken to embed mental health into the other elements of workplace safety meetings and trainings.  

Managers and team leaders play a key role in modeling healthy behaviors and building a supportive workplace culture. They should be trained to recognize early signs of mental distress such as declining performance, increased isolation, or reduced engagement, and be prepared to respond with appropriate guidance. 

Imagine a hybrid employee who typically comes into the office three days a week. Lately, their routine has shifted; they’ve started calling out frequently, especially on in-office days. After a few weeks of this pattern, their manager takes notice and schedules a check-in to see how they’re doing. During the conversation, the employee opens up about feeling overwhelmed by mounting deadlines and a growing workload, to the point where even thinking about work triggers intense anxiety and panic. Fortunately, the manager is well-trained to handle situations like this with empathy and care. They respond with understanding, not judgment, and offer tangible support like helping introduce the employee to the behavioral health benefits available virtually or at an onsite wellness center.  They commit to checking in regularly and supporting the employee through regular time off for mental health days, flexible schedule adjustments and resources such as peer support programs. These small but meaningful actions reinforce a powerful message: taking time for your mental health is not just allowed—it’s supported, encouraged, and expected. 

The key to success in a hybrid, remote, or in-person work environment remains the same, consistency. It is crucial for the support offered by managers and peers to be ongoing, not just available when episodes occur. The goal is to offer sustainable solutions that don’t depend on location, schedule, or individual initiative alone. Members are more likely to trust and engage in the process when mental health is treated as an integrated and ongoing need. 

Navigating What’s Next 

An essential first step toward building a more supportive culture is evaluating the current onsite and virtual health services available to your workforce. Understand what’s working and where gaps exist starts by tracking key metrics like engagement with health services, employee feedback, and overall health outcomes. Tools such as surveys and focus groups can also offer valuable, real-time insight into whether your programs are truly aligned with the needs of your employees.  

While talking about mental health is a critical starting point, it must be followed by meaningful, sustained action. Creating a truly supportive workplace requires ongoing investment, leadership buy-in, and thoughtful strategy. Providing accessible onsite or virtual behavioral health counseling is one such strategy that empowers employees to access care early, manage stress proactively, and prevent issues from escalating into crises. 

Just as leaders play a key role in setting the tone, employees can lead by example; normalizing the use of mental health resources, modeling work-life balance, and encouraging peers to seek support when needed. Together, these efforts foster a workplace rooted in openness, trust, and resilience that evolves alongside the people it serves. As employers look to the future, one thing is clear; it’s time to move beyond good intentions and commit to lasting change. 

Premise Health helps organizations turn commitment into action by integrating behavioral health into onsite, nearsite, and virtual care. We connect employees with experienced professionals and deliver proactive, whole-person support tailored to the unique needs of your workforce. Let’s build a healthier workplace culture for your organization together. Contact us today. 

Union members know that mental health matters. Long hours, physical demands, and work-related stress and burnout can take a toll, but as some of the most important members of our workforce, union workers are resilient with a deep commitment to their work and families. That’s why it’s so critical to support union workers when it comes to mental health and why unions and organizations like Taft-Hartley funds play an important role in ensuring access to behavioral health care. 

The Growing Mental Health Crisis Among Union Workers 

Union workers utilize a hands-on skillset that provides the foundation for many of the most crucial organizations in America. In these physically and mentally demanding roles, anxiety, depression, and substance use are on the rise and it’s showing up in job performance, safety, and overall wellbeing. The numbers can speak for themselves. In 2021 construction workers accounted for nearly 18% of suicide deaths in industries with a reported occupation, despite making up only about 7% of the workforce. And it’s not just construction; industries like mining, service, and transportation also reported some of the highest rates of alcohol and drug use disorders.  

The good news? Unions are in a unique position to help. While the pressures of the job are very real, many unions can impact access to care through their health benefit plans. By providing direct, proactive, and holistic care that is more accessible, affordable, and barrier-free, unions can ensure their members get the support they need before small struggles turn into big problems. 

How Unions Can Lead the Charge for Mental Health 

So, what exactly does all this look like in practice for union leaders? Introducing mental health initiatives early in an employee’s career can go a long way in setting the foundation for long-term wellbeing. By fostering a culture where mental health is a priority and ensuring proper access to care is available, unions can make a real difference.  

This could mean incorporating both virtual and in-person care options, making support more accessible for workers with busier schedules. These virtual behavioral health options make privacy and flexibility the priority while also encouraging employees to take initiative to get ahead of mental health struggles. Expanding beyond traditional Employee Assistance Programs (EAPs) to offer long-term, onsite or nearsite counseling is another option to encourage proactive mental health services that can help stop issues before they turn more serious.  

Union leaders can begin taking tangible steps towards mental health prioritization by first assessing the current program in place. Does the current healthcare provider understand the diverse range of needs from the union member population? Are there any current glaring gaps in coverage? If the answer is yes to one or both, it may be time to reevaluate and look at available options. Additionally, the normalization of use of these services can go a long way in ensuring union members feel safe and supported by leadership. This can be as simple as incorporating mental health into workplace safety discussions and consistently communicating resources to appropriate parties. 

Breaking the Barriers to Mental Health Support

Let’s be honest, seeking mental health support is not always the easiest thing to do. Stigma often makes admitting to stress, anxiety, or burnout feel like a weakness when, in reality, it’s a sign of strength. Concerns about confidentiality, cost, and trust in the mental health system only add to the challenge. As a result, many union members don’t receive care until they’re already in crisis, rather than benefiting from early intervention.  

To truly support mental health in the workplace, unions need a provider that understands these barriers and delivers proactive care and resources for employees. This could mean having behavioral health and primary care in the same wellness center to reduce stigma of what type of visit someone is having. It could be offering onsite or nearsite care that’s more convenient for workers to access than a community provider. A direct healthcare model can help, too, with shorter wait times and easier scheduling for union populations. Even embedding counselors within the organization can make a difference by building awareness through outreach initiatives. Unions are uniquely positioned to break down some of the stigmas that exist when it comes to mental healthcare, and the right healthcare partner can help. 

Downstream Effects and Costs 

The impact of inaction on mental health support affects individuals and organizations alike. When mental health needs go unaddressed, organizations see higher rates of absenteeism, lower productivity, increased safety risks, and worsened long-term health outcomes. Employees with untreated mental health conditions may have trouble focusing, experience heightened stress, and generally feel more fatigued on the job. This can lead to decreased performance and higher rates of accidents, especially in certain unionized job roles that may be more physically demanding.  

The effects also go beyond the workplace. Chronic stress and mental health struggles are linked to serious physical conditions like high blood pressure, heart disease, and diabetes. When these issues go unchecked, healthcare costs increase drastically for individuals and unions. In 2024 alone, over $477 billion was spent by organizations on avoidable and unnecessary expenses related to mental health inequities. Healthcare systems are also feeling the strain with 57.2 million primary care visits and 5.8 million emergency department visits annually related to mental health conditions. 

Proactive mental health support is more than just a compassionate approach, it is a critical investment for organizations that helps employees stay healthy and significantly reduces long-term costs. 

Integration through Advanced Primary Care 

Properly integrating behavioral health with primary care is a game changer for holistic wellness. With an advanced primary care approach, mental health services work hand-in-hand with primary care, resulting in better, more holistic care for union members. This not only normalizes mental healthcare but also drives significant cost savings for organizations.  

In fact, our latest book of business analysis for 2024 revealed that advanced primary care with Premise Health saved employers and unions an average of 30% on total healthcare costs. On top of that, employers that specifically offered primary care and behavioral health together saved $5,377 PMPY. By offering care when and where it’s needed most, unions can help their members address mental health concerns early, reducing the need for costly hospital and emergency room visits. It’s a smarter, more accessible way to support both physical and mental wellbeing. 

The Future for Unions 

Mental healthcare shouldn’t be another challenge for union workers to deal with on a daily basis. Just as unions have always fought for fair wages, job security, and workplace safety, they can also lead the charge in prioritizing mental wellness. By embracing advanced primary care to integrate behavioral health services and creating a culture where mental wellbeing is valued, unions can build a healthier future for their members; and Premise is here to help you do that. It’s time to move from crisis to care, because when union members are supported, everyone benefits. 

Interested in learning more about how Premise Health serves unions? Visit our unions page here or be sure to contact us here.