How to build a smarter MSK benefits plan for employees

Why MSK employee health deserves your attention

Musculoskeletal (MSK) health is a critical driver of employee wellbeing and organizational performance. It includes a range of conditions that affect muscles, bones, joints, and connective tissues, from back pain and arthritis to post-surgical recovery needs.

The numbers show why this matters. At an estimated 381 billion dollars annually¹, MSK disorders are the number one driver of healthcare costs in the United States, exceeding cancer and mental health combined. Nearly half of U.S. adults experience an MSK condition each year, with prevalence rising to nearly three out of four among adults over 65². This statistic alone shows why MSK employee benefits matter for employee health and healthcare cost management.

For benefits leaders, MSK employee health is more than a cost category. It is a strategic opportunity to improve retention, boost productivity, and control healthcare spending. Addressing these conditions early and effectively can reduce claims, strengthen workforce resilience, and enhance total wellbeing, making it essential to any modern employee benefits strategy.

The current state of MSK benefits in the workforce

Traditional care pathways for MSK conditions are often slow, fragmented, and poorly aligned with employee needs.

• Long waits for care: The average wait time to see a physician is 26 days³
• High dropout rates: Fifty percent of patients stop physical therapy after only four sessions⁴
• Opioid dependency risks: Sixty-three percent of opioid users take them for back or joint pain (J Pain Symptom Manage, 2008).⁵

These realities contribute to prolonged pain, increased risk of unnecessary surgeries, and higher costs for employers. They also mirror broader MSK pain management challenges that limit recovery and drive costs.

Barriers to effective MSK employee healthcare

Employees face several obstacles that keep them from getting the MSK treatment they need.

1. Geographic disparities: Rural and lower-income employees may lack access to high-quality care, creating inequities and delays.⁶
2. Financial burden: Average costs are 7,800 dollars per person per year, with some cases, such as low back pain, exceeding 31,000 dollars.²
3. Low engagement: Scheduling hurdles and lack of consistent clinical guidance lead many employees to drop out before recovery is complete.

Removing these obstacles through smarter preventive care strategies can improve recovery rates, reduce unnecessary costs, and create a more equitable healthcare experience.

What a modern MSK employee health program should include

When reviewing your MSK employee health benefits, look for these essential elements.

• Continuous access to licensed Doctors of Physical Therapy: Ongoing access, not just an initial assessment, is crucial for safe and effective recovery. Thrive provides this at scale.
• Real-time, precise feedback: Real-time, precise feedback: Programs that use movement sensors can help members perform exercises more safely and accurately.
• High engagement and satisfaction: Programs with strong engagement, such as Sword’s 81 percent completion rate and 83 Net Promoter Score⁷, deliver better outcomes.
• Whole-person approach: Integrating physical and mental health can improve recovery, with evidence showing that physical activity can be as effective as medication for reducing depression and anxiety.⁸

Employers comparing vendors can also benefit from guidance on evaluating MSK providers to ensure program quality and ROI.

2026 trends shaping MSK employee health

MSK benefits are evolving, and these trends are shaping the future.

1. Digital-first care delivery: Virtual programs reduce geographic barriers and improve completion rates.
2. Personalized therapy: Care that adapts in real time to each employee’s progress improves outcomes.
3. Integrated mental health support: Addressing mind-body connections strengthens recovery.
4. Early intervention analytics: Tools like Predict identify risk early and reduce future claims.
5. Equity-focused design: Ensuring all employees can access care regardless of location or income.

These advancements align closely with broader health insurance benefits for employees that prioritize accessibility, personalization, and whole-person wellbeing.

The ROI case for MSK employee health

A strong MSK employee health strategy delivers measurable value.

• Direct savings: Lower costs through fewer surgeries, ER visits, and unnecessary imaging.
• Indirect savings: Reduced absenteeism, presenteeism, and turnover.
• Workforce resilience: Faster recovery times and fewer recurrences.

Employers that address the real cost of MSK care while also demonstrating value to finance teams can strengthen their case for investment.

Take the first step to an effective MSK strategy

Improving MSK employee health is about more than resolving pain. It is a strategic investment in the long-term health, productivity, and engagement of your workforce. Organizations that prioritize comprehensive, accessible MSK care see meaningful results, from reduced claims to stronger employee loyalty. The sooner these programs become part of your benefits strategy, the sooner you can unlock the combined impact of healthier employees and a healthier bottom line.