Diabetes is on the rise: What can employers do?

One in nine adults is living with diabetes worldwide and prevalence is rising rapidly. While 589 million adults have diabetes today, this is projected to rise to 853 million by 2050.^[1] For employers, the implications extend beyond the individual health and quality of life of their employees, to healthcare costs, absence and productivity.

Diabetes is also part of a broader chronic-condition challenge facing employers. WTW's 2027 Global Medical Trends Survey identifies diabetes as the third-fastest-growing condition globally by cost, behind cardiovascular disease and cancer, reinforcing its growing importance as both a workforce health and healthcare cost issue.^[2] The condition can also increase the risk of serious complications, including cardiovascular disease, stroke, kidney disease, vision loss and nerve damage, reinforcing the importance of effective prevention and long-term management.

This World Diabetes Day (observed annually on November 14), there are two key avenues for employers to consider: how they can play a role in preventing the rise of Type 2 diabetes and how they can support people living with the condition.

Prevention of diabetes is vital

While employers cannot prevent every new case of diabetes, they can certainly play a role in reducing the risk. According to the World Health Organization, 95% of people living with diabetes have Type 2 diabetes. While some risk factors cannot be changed, others may be influenced by factors such as diet, physical activity and maintaining a healthy weight.

It is with these modifiable risk factors where employers have an opportunity to make a difference. Employees can help create environments that make healthier choices easier and improve access to prevention, screening and care.

Many employers are already promoting healthy lifestyles. Over half (54%) have used personalized outreach to encourage preventive screenings, check-ups or vaccinations in the past two years, with a further 10% planning action in 2026 and 12% considering action in 2027/28.^[3]

For employers who are keen to start or build on their existing interventions, there are many helpful approaches they can take.

Start with prevention and early identification

Screening and health assessments can help employees better understand their health risks and identify opportunities for early intervention Where appropriate, employers can connect employees identified as being at greater risk with relevant clinical, nutritional, or lifestyle support.

Create an environment that supports healthy choices

Employers can consider how the working environment supports physical activity, good nutrition and healthy weight management. This might include access to healthy workplace food options, physical activity initiatives, nutrition education and specialist support.

Build physical activity into the working day

Here are some ideas:

• Post-work sports teams
• Cycle to work allowances
• Discounted gym memberships
• Subsidies for other sports, like climbing or dancing
• Walking meetings
• Promoting a walk or run in people's lunch hours

Encourage healthier eating

Nutrition is the other cornerstone of healthy weight and wellbeing. Here are some ideas for employers to consider:

• Recipe sharing on the company newsletter or intranet, perhaps with a seasonal theme such as 'Soup season – your favourite recipes'
• If there is an office café, make healthy options available and consider subsidizing them
• Create a library of recipe books which promote quick and easy cooking from scratch
• Make fruit freely available in the office

Supporting employees living with diabetes

Prevention is only one part of the equation. Employees who are already living with diabetes are navigating daily challenges and need their employers' understanding and support. Effective, long-term condition management can help them manage their health, access appropriate care and reduce the risk of complications. There are several practical steps employers can take to help them. For example:

• Make existing support more visible: First, employers should make sure their people know what is available. From private medical insurance – which may give people access to clinical support and ongoing management – all the way to medication support and health coaching, there could be a lot on offer already. The challenge is making sure employees know about them and understand how to access them
• Target support where it is needed most: Next, employers should think about targeting specific help to diabetic employees. A 2026 WTW survey found that high-risk employees are underserved, despite driving a significant share of employer healthcare costs^[4]

A useful starting point is identifying the diabetic population of the workforce and then considering how to reach them. Employers could use anonymised health and benefits data to understand broader workforce needs, alongside voluntary employee feedback. What support would employees most value? A confidential survey could provide useful insights.

Employers should also consider practical workplace adjustments, such as allowing flexibility for medical appointments, blood glucose monitoring, medication and regular meal breaks.

GLP-1 medications: An evolving area

One area to watch is the rapid growth of GLP-1 medications, which are creating new possibilities for managing Type 2 diabetes and in some cases, obesity.

WTW's research identifies GLP-1s as an emerging area of focus for employers. While these medications are increasingly established in the treatment of Type 2 diabetes globally, their use and coverage for obesity remain more limited, with any expansion beyond Type 2 diabetes requiring careful consideration of affordability and benefit design.

As use of these drugs evolves, employers will need to monitor developments in clinical practice, coverage, cost and access. Importantly, medication should form part of a wider approach to metabolic health that includes prevention, behaviour change, monitoring and ongoing condition management.

Final thoughts: From reactive treatment to proactive workforce health

Healthcare costs are continuing to rise, with WTW projecting global medical trend of 10.2% in 2027. Against this backdrop, growing rates of diabetes and other chronic conditions strengthen the case for employers to take a more proactive approach. For employers, the implications can extend across healthcare costs, absence and employees' ability to remain healthy and productive at work. With this in mind it is more important than ever to make sure employees are aware of the support which is already in place for them and to ensure that new support is carefully targeted to reach the people who need it most.

Rather than treating diabetes in isolation, employers can connect it to their broader strategies for metabolic health, chronic-condition management and sustainable healthcare costs. Making healthy choices easier, helping employees navigate available support and directing targeted interventions towards those who need them most can ultimately support better health outcomes for employees and stronger outcomes for the organisation.

Footnotes

1. "Diabetes," International Diabetes Federation, Diabetes Atlas, 11th edition (2025). Return to article undo
2. "2027 Global Medical Trends Survey," WTW, October 2026. Return to article undo
3. "2026 Wellbeing Diagnostic Survey," WTW, October 2026. Return to article undo
4. "2026 Wellbeing Diagnostic Survey," WTW, October 2026. Return to article undo