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Georgia Workers Face Steep Health Premium Hikes as Employer Costs Projected to Jump 9.5% in 2027
A new Aon projection warns that employer health costs will climb 9.5% next year, pushing average costs above $19,000 per employee and putting pressure on Georgia workers to scrutinize premiums, deductibles, and drug coverage during open enrollment.
ATLANTA â Georgia workers who get health insurance through their jobs should brace for another year of rising costs, with benefits consulting firm Aon projecting that U.S. employer health-care costs will climb 9.5% in 2027, pushing average costs above $19,000 per employee.
The projection, released before employersâ cost-management efforts, signals that the multi-year climb in medical spending is far from over. For workers, that pressure could translate into higher premiums, deductibles, copays, or narrower coverage when they select plans during benefits enrollment.
Aon said medical spending continues to rise as use of health care services increases, chronic conditions become more prevalent, and the number of high-cost claims grows. Prescription drug spending is also a major driver, fueled by growing use of specialty medications and GLP-1 therapies.
Employees are already feeling the pinch. Aon estimates that workers will pay an average of $5,297 for health care coverage in 2026 â $3,130 in payroll contributions and $2,167 in out-of-pocket costs. Out-of-pocket costs alone rose 10.2% from 2025, a jump Aon attributed to greater use of health care services and enrollment in leaner plan options. Employers, on average, cover about 82% of plan costs.
The trend shows no sign of reversing. The nonprofit Business Group on Health, in a survey of 127 employers representing 8.7 million covered individuals, found a median health care cost increase of 9.2% for 2027, which falls to 8% after plan design changes.
For workers, the key takeaway is that a lower monthly premium does not necessarily mean a better deal. A plan with a smaller paycheck deduction may carry a higher deductible, steeper copays, a narrower provider network, or more expensive prescription-drug costs.
Before selecting a 2027 plan, employees should compare the total potential cost of each option â not just the premium. That means checking the deductible, the out-of-pocket maximum, copays and coinsurance for office visits, urgent care, specialists, and hospital care, and whether current doctors and hospitals remain in-network.
Prescription coverage deserves special attention, particularly for people taking GLP-1 medications for weight loss. Business Group on Health reported that coverage of those drugs among its employer members dropped to 60% in 2026, down from 72% in 2025. The group also found that 14% of employers have dropped or plan to drop coverage of GLP-1 medications for weight management by 2027.
Workers who use high-cost medications, expect a procedure, or have a doctor they do not want to lose should ask their HR or benefits department whether coverage has changed for 2027. Families with a spouse or child who needs regular care, therapy, surgery, or costly medication should weigh those needs carefully when comparing plans.
With enrollment deadlines approaching, the message is clear: the sticker price is only part of the story. Comparing premiums, deductibles, prescription costs, and provider networks before committing to a plan could save workers from costly surprises later.