Employer-driven cancer prevention and detection strategies improve employee wellbeing and reduce long-term health care costs

“An ounce of prevention is worth a pound of cure.” Nowhere is Benjamin Franklin’s famous proverb more applicable than when it comes to the world’s most feared disease – cancer. 

Just two generations ago, a cancer diagnosis was largely viewed as a death sentence, with a five-year survival rate of just 49% for all cancers combined. However, advances in technology and pharmaceuticals have boosted the five-year survival rate to 69%. Patients are increasingly finding their cancer can be managed, if not cured altogether—especially if detected early. 

Employers have an important role to play in supporting the workforce as they navigate the challenges of cancer treatment, along with the emotional, physical and financial burdens that come with it. A proactive approach to encouraging early detection is the cornerstone of a successful outcome. When cancer is detected before it metastasizes to other parts of the body, the patient is far more likely to go into remission and potentially be deemed cancer-free. In addition, employers should adopt whole person health strategies that integrate physical, mental, emotional, social and spiritual wellbeing to improve cancer recovery and aid in preventing the disease in the first place. 

Concerning trends

As the cancer treatment landscape continues to evolve, so do the costs associated with providing cutting-edge care. By 2030, cancer-related health care spending is expected to reach nearly $246 billion, a 34% increase over just 15 years. Self-insured employers will shoulder a large portion of these costs, which are being driven by the vast pipeline of new therapies currently in development. More than half (55%) of employers cite cancer as the primary driver of health care costs, with 80% ranking it among their top three cost factors, according to the Business Group on Health’s 2025 Employer Health Care Strategy Survey. Currently, cancer-related costs account for 16% of employers’ annual health care spend—and are expected to increase nearly 30% by 2027. 

While cancer mortality rates have steadily declined, there has been a dramatic and concerning rise in new cancer diagnoses, particularly in people under 50. An analysis of population-based cancer registry data revealed an increasing incidence of 17 of 34 cancers in younger birth cohorts. Men and women in the prime of their lives are increasingly being diagnosed with some of the most serious cancers, including colorectal, breast, prostate, uterine, pancreatic and stomach (gastric). The American Cancer Society projects more than two million new cancer diagnoses in 2025, with women under 50 nearly twice as likely as their male counterparts to receive a cancer diagnosis. 

Those findings are certainly distressing, but fortunately, there is a silver lining in that a significant percentage of new cancer cases may be preventable. According to the American Cancer Society, at least 40% of newly diagnosed cancers in U.S. adults—about 811,000 cases in 2025—are potentially avoidable. This includes the 19% of cancers caused by cigarette smoking, 8% linked to excess body weight and 5% related to alcohol consumption. 

This is a call to action for employers, as cancer affects approximately 1 in 6 people worldwide and 1 in 3 people in the U.S., where cancer is the second most common cause of death, just behind heart disease. No workforce is left untouched by the disease, as untold numbers of employees, family members, friends and colleagues are affected by cancer. The impact is significant, extending beyond the high cost of cancer treatment into indirect costs related to absenteeism, presenteeism, productivity and engagement. By some estimates, cancer costs an employer $120,000 in lost productivity per worker. The advantages of a proactive approach to cancer prevention and early detection are clear. 

Prioritizing prevention

Adopting a progressive strategy of cancer prevention is emerging as the new frontier in employee benefits. Granted, it’s not possible to prevent all cancers. However, lifestyle choices like tobacco and alcohol use, inactivity, consumption of red meat and ultra-processed foods, obesity and excessive sugar intake are all factors that can be controlled. 

That’s not to suggest employers should berate employees who choose to partake of a glass of wine, chow down on a hamburger or spend their weekend binge-watching a favorite TV show instead of engaging in physical activity. However, employers have a unique opportunity to educate employees that they are not at the mercy of a terminal disease—and their personal choices may very well protect them from receiving a cancer diagnosis. This can be accomplished by providing educational resources, such as those available from the American Cancer Society, on the importance of a healthy lifestyle, avoiding tobacco and alcohol, maintaining a nutritious diet and regularly engaging in physical activity.  

Many forward-thinking companies are also launching behavior-focused programs to encourage healthy lifestyles. For example, employers are sponsoring team challenges where employees voluntarily compete against each other to see who can adopt the most healthy habits. From logging steps to tracking sleep to doing gardening, team challenges can cover an array of engaging activities that nourish the soul. Prizes may range from company swag, recognition, time off and gift cards. However, the goal of achieving lasting behavior change is the real prize. 

Encouraging routine screenings

Prevention is just part of the equation, as regular screenings, risk assessments and genetic testing all have a major role to play in reducing someone’s chances of facing a long, hard cancer battle. Diagnosing cancer just one stage earlier can save $60,000 per patient in treatment costs and triple their five-year survival rate. Case in point: colorectal cancer, which is the leading cause of cancer-related death among younger men and the second leading cause for women under 50, after breast cancer. Routine screenings via colonoscopy can find and remove precancerous polyps and find cancer early, when treatment is most effective. Nearly 90% of adults diagnosed with colorectal cancer at an early stage live five years or more, compared to only 16% of those diagnosed with late-stage cancer.

Unfortunately, employers are finding themselves in the position of reversing the trend that began during the pandemic when people delayed routine screenings and exams due to the fear of entering a medical facility. Consequently, many cancers have been detected at a more advanced stage, resulting in the need for more expensive and aggressive treatment and a less favorable prognosis. 

Thus, it is incumbent on employers to encourage employees to participate in cancer prevention programs and screenings. By removing barriers to screening with accessible and at-home options, offering paid time off for testing and preventive visits and providing incentives like health savings account bonuses or gift cards, employers not only help ensure an early diagnosis, but also reduce the cost burden associated with cancer treatment. 

While no longer a certain death sentence, a diagnosis of cancer continues to stir fear and uncertainty in the hearts of employees, their family and friends. By prioritizing prevention and early detection, employers can support the health of their workforce and minimize cancer’s financial impact on employees and the organization.