As cancer rates rise among working-age Americans, employers have a powerful – and often overlooked – opportunity to support prevention through smarter benefits and workplace culture.
Cancer remains one of the most significant health challenges in the United States. According to the American Cancer Society, around four in ten Americans will be diagnosed with cancer at some point in their lifetime.
While cancer is more common with age, incidence among younger and working-age adults is rising. Nearly two million new cancer cases are diagnosed in the U.S. each year, with a growing proportion occurring among adults under the age of 65 – many of whom are active in the workforce.
As Americans work longer and retire later, more employers are seeing the impact of cancer, not only in healthcare spend, but also in absence, productivity loss, and the need for sustained workforce support.
Lifestyle risk factors: Where prevention meets the workplace
A substantial proportion of cancer risk is driven by lifestyle factors – many of which are shaped, for better or worse, by our working lives.
For example, the Centers for Disease Control and Prevention (CDC) identifies obesity as being linked to 13 different types of cancer, accounting for around 40% of cancer diagnoses in the U.S. each year. Given that more than 40% of U.S. adults live with obesity, it’s clear that it’s one of the most significant – and modifiable – risk factors employers face.
Physical inactivity, poor diet, smoking, and excessive alcohol consumption all compound this risk. Crucially, these are areas where prevention can make a measurable difference.
Public health authorities consistently highlight regular physical activity, healthy weight maintenance, and improved nutrition as key levers for reducing cancer risk and improving long-term health outcomes.
This is where employers can play a pivotal role.
Why employer support matters more than ever
Most people understand the basics of healthy living – but knowledge alone rarely leads to sustained behavior change.
Workplace design and culture can either support or undermine healthy habits. Long hours, sedentary roles, stress, and limited access to healthy food options all add up.
At the same time, employee expectations are shifting. Research shows U.S. workers increasingly look to their employers not just for insurance coverage, but for practical, everyday support that helps them stay healthy and manage long-term risk, particularly as healthcare affordability concerns continue to rise.
Evidence suggests that when employers take an active role – using incentives, engagement strategies, and benefits design – employees are more likely to make and maintain healthier choices.
What effective prevention looks like in practice
Encouraging healthier habits doesn’t require extreme interventions or unrealistic expectations.
Data from Vitality U.S. shows that well-designed incentive programs can drive sustained lifestyle change at scale. In a five-year analysis of U.S. employers using the Vitality program, engaged members were significantly more likely to exercise regularly, improve nutrition, and quit smoking – behaviors directly linked to reduced cancer risk.
These changes were not limited to already-healthy employees. Nearly 23% of high-risk participants moved into a lower-risk category over time, demonstrating that prevention-focused programs can successfully engage those who stand to benefit most.
Importantly for employers, these health improvements translated into business outcomes. Participating organizations saw an average 4% reduction in medical claims costs, alongside productivity gains equivalent to 4.4 additional productive days per employee per year, driven by reduced absenteeism and presenteeism
Physical activity and weight management
Maintaining a healthy weight and staying physically active are among the most effective ways to lower cancer risk.
Vitality U.S. data shows that 43% of engaged members living with obesity lost weight, while 28% increased their physical activity levels to at least 150 minutes per week, aligning with U.S. public health guidelines. These behaviors are strongly associated with lower risk for cancers such as colorectal and post‑menopausal breast cancer.
Independent research reinforces this approach. A large-scale study conducted by the RAND Corporation, including US participants, found that incentive-based programs linked to wearable technology were associated with sustained increases in physical activity of more than 30%, equivalent to nearly five additional active days per month.
For employees, the message is reassuring: Lowering cancer risk doesn’t require marathon training. Consistent, moderate activity – supported by workplace culture and incentives – can make a meaningful difference over time.
A smarter investment in workforce health
For U.S. employers, cancer prevention is not about replacing traditional healthcare benefits. It’s about strengthening them upstream – by reducing risk before serious illness develops.
When organizations foster a culture that supports healthier habits, they’re investing in more than wellbeing. They’re protecting productivity, managing long-term healthcare costs, and reinforcing trust with their workforce.
In an environment of rising medical spend and growing employee expectations, prevention-focused wellbeing strategies offer a rare win-win: better health outcomes for employees, and stronger, more resilient organizations for employers.
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References
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- American Cancer Society. Cancer Facts & Figures 2025.
- Centers for Disease Control and Prevention. Cancer Data and Statistics.
- Centers for Disease Control and Prevention. Obesity and Cancer.
- Employee Benefit Research Institute & Greenwald Research. Sixth Annual Workplace Wellness Survey (2026).
- National Cancer Institute. Cancer Statistics.
- Vitality Group. Employers Reduced Claims Costs by 4% and Achieved ROI of 180% from Health and Wellbeing Program (2024).
- RAND Corporation. Incentives and Physical Activity: Vitality Active Rewards with Apple Watch (2018).
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