Tackling the cardiovascular and metabolic health crisis 

The World Health Organization has identified cardiovascular disease (CVD) as the number one cause of deaths globally. In 2019 alone, almost 18 million people died from CVDs — representing 32% of all global deaths — with 85% due to heart attacks and stroke. Risk factors for CVDs include behavioural and environmental factors, including unhealthy diets, physical inactivity, tobacco use and air pollution. Moreover, exposure to these factors can contribute to the development of other metabolic risk factors, such as high blood pressure, obesity, and high levels of sugar and fats in the blood.

The dangers are not lost on employers or their benefit providers. Mercer Marsh Benefits (MMB) Health Trends 2025 research  found that insurers rate metabolic and cardiovascular disease as the number one risk factor for medical costs. And with medical trend rates set for almost universal double-digit growth in 2025, controlling this risk is vital not only for improving employee health but also for controlling the cost of benefit plans.

So, how can employers build a strategy to address these cardiovascular and metabolic risk factors, control costs and foster a healthier workforce?

First and foremost, employers should work to prevent the onset of CVDs — and this means building a strategy for reducing cardiovascular and metabolic health risks. One key component is educating the workforce about these risks and how to control them. Employers should communicate the importance of making informed health choices, adopting active lifestyles and getting regular check-ups. They can encourage healthy eating and exercise by offering nutrition programs and physical health benefits, such as gym memberships. Employers should also recognize the connection between mental and physical health, and act to foster a positive workplace culture where employees feel supported and empowered to prioritize their overall well-being. 

In addition, employers should provide access to early prevention and detection programs. This might include regular biometric screenings to measure key health indicators, such as blood pressure, cholesterol levels, blood sugar and fat, and body mass index (BMI). This kind of proactive approach can help individuals understand their health status and encourage them to take action if needed, perhaps by discussing preventive measures with their healthcare provider. This is particularly important when it comes to CVDs and metabolic disorders, as they are often asymptomatic — especially in their early stages. The 2021 IDF Diabetes Atlas  for example, found that of the 536 million adults living with diabetes, almost half were unaware of their condition. 

Early diagnosis of CVDs and metabolic disorders allows people to get the treatment they need as soon as possible, and is fundamental for preventing complications and avoiding poor clinical outcomes. Once diagnosed, these conditions can generally be well managed — provided individuals are given the support they need. Employers should ensure employees have access to the primary care and essential medicines they require, such as blood pressure and cholesterol medications. Some of these cost pennies, but they can be lifesaving. They should also consider providing tools and resources for employees to self-manage their condition, including digital apps, wearables and remote patient monitoring tools. These can track various health metrics, such as blood pressure, heart rate and blood sugar levels; provide medication reminders and personalized guidance on healthy lifestyle habits; and reduce the need for frequent in-person visits to healthcare providers.

And there may be even more innovative treatments on the horizon. Recent clinical trials have found that Glucagon-like peptide-1 (GLP-1) drugs — which have historically been used for treating diabetes — can be very effective for managing weight loss. If these results translate into a ground-breaking treatment for obesity, this could have a significant impact on cardiovascular and metabolic health. However, these drugs are very costly and there is currently limited insurance coverage for GLP-1 drugs — MMB’s Health Trends 2025 research, for example, found that less than half of typical plans cover prescription drugs for obesity. However, this is an area that is rapidly evolving, and insurers may come under pressure to expand coverage if these medications become more widely adopted.

In short, the time has come for employers to develop a proactive strategy to support their employees’ cardiovascular and metabolic health. While some treatments may not be covered by employer plans, at a minimum, organizations should seek to: