As prescription drug spending in the United States continues to skyrocket, more employers are considering switching to independent, next-generation PBMs like LucyRx that offer greater transparency, control, advanced technology, and tailored solutions that maximize savings while keeping members healthy.
Unfortunately, this process can feel risky for HR leaders who know just how disruptive a clunky PBM transition can be for organizations and employees. To show that better transitions are possible with the right partner in place, our CEO David Blair recently authored an article in BenefitsPRO.
“You do not have to settle for confusion, complaints, or costly handoffs,” David wrote. “You can expect more: clarity, control, and continuity.”
In the article, David shared six questions every HR leader should ask a prospective PBM before signing a contract:
- How will you match our current formulary?
- Can you replicate our existing pharmacy network?
- Will you review our summary plan description and claims data to identify gaps or mismatches?
- What’s your process for converting specialty medications?
- How and when will our employees be notified and supported during the switch
- What does your support model look like in the first 30 days?
“Too often, a PBM transition is treated like a data handoff,” David said. “But when HR is equipped with the right process and visibility, the experience shifts from reactive to proactive and from chaotic to controlled.”
According to David, seamless transitions start with asking better questions and setting clearer expectations.
“That kind of transition is not luck. It is intentional design. It is the result of HR and the PBM working through every decision, data file, and employee scenario to ensure the handoff is smooth, timely, and invisible to the people who rely on it,” David said.
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