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Waste and recycling workers keep our communities clean and safe, but they need affordable and accessible healthcare to do so. Companies that invest in better health plans today will be the ones that thrive tomorrow.
By Doug Sherman

Your best driver just quit. Another crew member is out on workers’ comp. You have open jobs, but no one is applying. Sound familiar? The solid waste and recycling industry is facing a serious workforce problem. Recruiting and keeping skilled employees has never been harder, and the impact goes beyond simple inconvenience—it is costing employers time, money, and productivity. While wages, safety, and working conditions are usually the focus in staffing discussions, one critical factor is frequently overlooked: healthcare.

For too many workers, access to affordable and comprehensive health coverage can be out of reach. Traditional insurers classify the industry as high-risk, which drives up premiums and limits the coverage options. This makes it challenging for employers, especially small and mid-sized companies, to provide competitive benefits. Workers are left with difficult choices: pay more out of pocket, skip necessary care, or leave the industry for a job with better health benefits.

This dilemma is hurting employers by driving up costs and making retention difficult. If companies want to maintain a strong, reliable workforce, we must rethink how we offer healthcare coverage. What is available now simply is not working.

Why Traditional Health Plans Fail Waste And Recycling Workers
Solid waste and recycling jobs come with long hours, exposure to hazardous materials, and physically demanding work. Most traditional health plans are not designed for these risks. This mismatch between the industry’s needs and available healthcare coverage creates major challenges.

High-Risk Classification Means High Costs
Waste and recycling jobs are categorized as high-risk, grouping them with other high-risk industries like construction and manufacturing. As a result, employers face inflated premiums and fewer coverage options from one-size-fits-all options. These high costs force many employers to opt for bare minimum plans or no coverage at all.

Addressing Industry-Specific Health Risks
Waste and recycling workers face demanding physical conditions, from long hours of heavy lifting to exposure to air pollutants. Without access to proactive healthcare coverage, many workers delay necessary treatment, leading to prolonged absences and higher turnover.

However, traditional health plans do not always provide benefits that align with these unique health risks. For example, comprehensive coverage for musculoskeletal care, respiratory health screenings, and wellness programs can help workers stay healthy and reduce the need for time off. Employers who invest in plans that offer preventive care and early intervention strategies can improve worker retention and reduce long-term healthcare costs.

Small and Mid-Sized Employers Get Squeezed
Larger corporations can negotiate better group rates and customized benefits, but smaller companies often get stuck with one-size-fits-all plans that do not meet employee needs. This puts them at a serious disadvantage in attracting and retaining skilled workers. Without competitive healthcare, hiring becomes an uphill battle.

The Industry’s Workforce Is Aging and Needs More Care
The median age of a waste and recycling worker is more than 40 years old, meaning preventive care and long-term health management are more important than ever. Yet, many standard plans do not offer affordable chronic care management, forcing workers to delay treatment until problems become severe and costly.

These challenges create a dangerous cycle: poor benefits lead to more turnover, more hiring costs, more strain on remaining workers, and even higher insurance claims and costs. Breaking this cycle starts with rethinking how we approach healthcare benefits for the industry.

A Better Approach: Health Plans Built For Waste and Recycling
It is time to move beyond generic, high-cost plans and implement affordable, industry-specific health coverage that works for waste and recycling workers. The right approach should focus on the following.

Customized Plans Based on Safety Data
Not all waste management companies operate at the same risk level, yet most are forced into the same high-cost insurance pools. A better model would allow insurers to reward companies with strong safety records, injury prevention measures, and compliance with safety protocols by offering lower premiums and better
coverage.

Supporting Worker Health and Longevity
When people have easy, affordable access to healthcare, a significant barrier is removed. Instead of waiting until health concerns injuries become severe, workers need access to coverage that will keep them healthy and on the job. This means coverage for:

• Physical therapy and rehabilitation services to address chronic pain and physical strain common in physically demanding jobs reduce long-term disability claims
• Screenings and health monitoring for workers regularly exposed to environmental hazards, ensuring early detection of potential long-term health issues exposed to hazardous materials
• Wellness programs that proactively support worker health, helping to reduce preventable health concerns

Affordable Options That Work for Employers of All Sizes
Not every employer can afford traditional, fully funded health insurance, but that does not mean they should go without it. Alternative models, such as level-funded plans, telemedicine options, and wellness incentives, can help small and mid-sized businesses offer real benefits without excessive costs. These solutions put power back in the hands of employers, allowing them to offer better benefits without breaking the bank.

Making Health Benefits a Competitive Advantage
With 76,500+ online searches by waste management workers for job benefits in the past year, it is clear that healthcare is a top priority for employees. In a competitive labor market, offering strong health coverage is no longer optional—it is a business strategy that improves:
• Retention: Workers who feel secure in their health benefits are less likely to leave
• Productivity: Healthier employees take fewer sick days and stay on the job longer
• Recruitment: Offering comprehensive, affordable healthcare sets employers apart from competitors struggling to hire

The cost of healthcare benefits does not outweigh the cost of turnover, lost productivity, and recruitment expenses.

The Bottom Line: Healthcare Is a Key to Solving the Workforce Crisis
Waste and recycling workers keep our communities clean and safe, but they need affordable and accessible healthcare to do so. The industry cannot afford to ignore this problem any longer. Companies that invest in better health plans today will be the ones that thrive tomorrow. The solution is not cutting corners on benefits. It is finding smarter, cost-effective ways to provide coverage that keeps workers healthy, on the job, and committed to their employer.

The workforce crisis will not be solved overnight, but fixing healthcare coverage is the next step. And when you are ready for that next step, contact an insurance broker. A broker can help find different options for health benefits. They work independently from different carriers and plans, which ensures they can act on behalf of their client’s best interests. A broker can create a side-by-side comparison of your current benefits with several other options. | WA

Doug Sherman is Co-founder at Clearwater Benefits, dedicated to providing innovative solutions that reduce the cost of health insurance for both individuals and employers while expanding coverage. He is a seasoned entrepreneur with experience leading high-growth companies and consulting for Fortune 500 firms, bringing proven strategies to make healthcare more affordable. Doug can be reached at [email protected] or visit .