Rising healthcare costs driven by an aging population and increased chronic disease prevalence pose a major threat to American businesses. Healthcare spending has more than doubled as a percentage of GDP since 1970 and is projected to reach 20% by 2015, with nearly 70% of growth from chronic diseases. This aging workforce trends means over 25% of US workers will be aged 55+ by 2020, increasing healthcare needs and costs for employers who insure over 156 million non-elderly Americans. Wellness programs can help address this by reducing risk factors and healthcare utilization, saving businesses up to 60% of health costs on average through improved productivity and reduced absenteeism.

1. AGING POPULATIONS & THE ASSOCIATED
INCREASE IN CHRONIC DISEASE PREVALENCE &
HEALTHCARE UTILIZATION
November 2012
Christopher Ward
Senior Partner

2. The State of Health Care in America
Annual health care spending increased from $75 billion in 1970 to $2 trillion
in 2005; by 2015, annual spending is estimated to reach $4 trillion.
Over the past 35 years, health care’s share of the economy has more than
doubled, rising from 7.2 percent of the Gross Domestic Product (GDP) in 1970
to 16.0 percent of the GDP in 2008, and is projected to be 20 percent of the
GDP in 2015. Per capita, health care spending increased from $356 in 1970 to
$6,697 in 2005, and is projected to rise to $12,320 in 2015.21
Nearly 70 percent of all health spending growth is driven by the increased
diagnosed prevalence of chronic diseases.

3. Health Spending has Major Impact on
American Businesses
American businesses are the country’s largest providers of
health insurance.
Employer-sponsored health benefits cover over 156 million
Americans, or more than 3 out of 5 of the nonelderly
From 1999 to 2005, the average employer cost for health
insurance rose 62% from $1.60 to $2.59 per employee per
hour.

4. Percent Change in US Labor Force by Age
2006-2016
-6.9%
3.4%
36.5%
83.4%
84.3%
16 to 24
24 to 34
55 to 64
65 to 74
75 & Older

5. Aging and the Associated Increase in
Chronic Disease & Healthcare Utilization
 By 2020, the number of U.S. workers aged 55 and older will represent
more than 25 percent of the labor force nearly compared to 13.6
percent in 2000.
 In 2010, 65 percent of people aged 55 to 64 were actively engaged in
the workforce, up nearly 5 percentage points from a decade earlier.
 In the 65 and older age bracket, 17.4 percent will employed in 2010
compared to 12.9 percent in 2000.
 Due to the aging of the U.S. population healthcare costs are increasing
dramatically. These cost increases will primarily cover the rising need
for management of chronic diseases, including coronary heart disease
and congestive heart failure.
Source: U.S. Bureau of Labor Statistics.

6. Aging & Increased Prevalence of Chronic
Diseases & Risk Factors
12.7%
59.7%
2.2%
16.8%
47.1%
71.3%
15.3%
50.8%
Hi Blood Pressure Overweight Diabetes Hi Cholesterol
Percentprevalence
Age 25-34 Age 55-64

7. Total Health Costs of Employees with Selected
Chronic Condition vs. Employees Without
Source: Health Affairs Nov. 2012 Ten Modifiable Risk Factors are Linked to More Than One-Fifth of Employer-Employee Health Care
Spending, R. Goetzel et al
Above Normal Body Weight +27%
High Blood Pressure +32 %
High Blood Sugar +32 %
Depression +48%

8. Impact of Aging Workforce on Businesses
in U.S.
Growing employer health care costs are unsustainable and are viewed as a
“clear and present danger” to the short-term and long-term competitiveness
and survivability of American businesses.
Considering the impact that health status has on organizational performance,
employee wellness is a critical factor to an organization’s short- and long-term
success.
While the direct costs of providing employee health benefits are significant the
indirect health-related costs are significant. One study estimates the costs to
employers of job impairment (i.e. presenteeism) can be as much as 60 percent
of total employer health costs.
Productivity losses related to personal and family health problems cost U.S.
employers, on average, $225.8 billion annually, or $1,685 per employee per
year.*
*Source: Childress JM, Lindsay GM. National indications of increasing investment in workplace health promotion programs by large- and
medium-sized companies. North Carolina Medical Journal. 2006;67(6):449–452.

9. Total Cost Burden of Poor Employee Health
Promoting employee health can significantly impact productivity-related costs associated with sick days,
disability, workers’ compensation claims, and on-the-job impairment (e.g., presenteeism).

10. Current Trends in Health Spending Growth
are Not Sustainable
Growing employer health care costs are unsustainable and
are viewed as a “clear and present danger” to the short-
term and long-term competitiveness and survivability of
American businesses.
Considering the impact that health status has on
organizational performance, employee wellness is a critical
factor to an organization’s short- and long-term success.

11. Recognizing the Need to Shift the Focus on
Chronic Disease from Illness to Health
Organizations that implement programs that promote and engage employees in primary prevention
and management of risk factors can significantly reduce risks (and associated costs) across their
population, reduce the trend of health care spending, and have a more productive, engaged workforce.
Examples:
 Florida Power & Light – After an employee wellness program, total health care costs were reduced
by 35%, workers compensation costs were reduced by 38% per claim, and 82% of employees
reported personal health improvements.
 Source: Wellness Councils of America, The Cost Benefit of Worksite Wellness, 2002.
 Caterpillar – Participants in the Healthy Balance Program who completed the Health Risk
Assessment reduced their doctor visits by 17% and hospital days by 28%.
 Source: Wellness Councils of America, The Cost Benefit of Worksite Wellness, 2002
 Johnson & Johnson – The results of a 4 year worksite wellness program involving 18,331
employees demonstrated an overall savings of $8.5 million annually due to reduced health care
costs. This amounted to a savings of $225 per employee per year.