Execution, Not Strategy, Separates Top Workers’ Comp Claims Performers
The share of workers’ compensation organizations reporting claims closure ratios of 101% or greater rose to 36% in 2025, up from 30% in 2022, while the percentage reporting growing claim inventories fell to 46% from 51% in 2022, according to Rising Medical Solutions, which surveyed 338 claims leaders and practitioners for its latest benchmarking report.
Notably, higher performers were not managing less complex caseloads: 56% reported active indemnity ratios of 41% or greater, compared with 42% of lower performers, indicating that operational effectiveness, not claim complexity, is the primary differentiator of organizational performance, the report said.
The study also found that 85% of organizations said administrative and compliance workload negatively affects their ability to perform other key claims functions, including injured worker communication and return-to-work coordination.
A.I. Adoption Widens the Performance Gap
Artificial intelligence, advanced analytics and intelligent automation emerged as one of the strongest differentiators between higher- and lower-performing organizations, the report found. Among organizations using A.I. or automation tools, 50% of higher performers applied A.I. to medical report summarization, compared with 26% of lower performers, and 28% of higher performers used A.I. for legal documentation summarization vs. 10% of lower performers.
Overall, 45% of respondents reported no current use of A.I. or automation tools for the activities evaluated. Predictive modeling and A.I.-driven analytics showed a similar split: 57% of higher performers reported active use, compared with 34% of lower performers, while lower performers were more than twice as likely to report no implementation at all.
Among organizations using predictive analytics, 77% analyzed claim notes and 71% analyzed medical records as unstructured data sources, and roughly half reported measurable improvements in both claims resolution and frontline staff efficiency. Natural language processing remained rare industrywide, with 80% of all respondents reporting no use, but higher performers were more than four times as likely as lower performers to use it actively (17% vs. 4%).
Higher performers also took a more disciplined approach to prioritizing automation investments, relying more heavily on data-driven analysis (48% vs. 32%) and frontline staff input (44% vs. 30%) than lower performers, who leaned more on leadership directives, the report said. Pilot programs with staff feedback were identified as the most effective adoption strategy overall, cited by 47% of respondents, and higher performers favored this approach over firsthand training more than lower performers did (50% vs. 43%).
Workforce Investment and Culture Reinforce Performance
Beyond technology, the study identified workforce development, career pathing and innovation culture as characteristics distinguishing higher performers. Only 31% of all organizations reported having a fully formal career path for claims professionals, while 52% offered informal guidance and 17% had no defined path at all. Among organizations with defined career paths, higher performers reported greater use of mentorship programs (72% vs. 58%), project-based assignments (68% vs. 55%) and leadership development programs (66% vs. 54%) than lower performers.
Leadership behavior also proved to be a clear differentiator: 67% of higher performers said leadership actively models and encourages innovative thinking and change adoption, compared with 39% of lower performers, making it one of the clearest single differentiators in the study. Higher performers were also more likely to track workforce health metrics, including employee satisfaction scores (70% vs. 54%) and retention rates (67% vs. 56%), according to the report.
Stakeholder Engagement Remains Uneven
Customer and stakeholder engagement also separated performance tiers. Nearly half of all respondents, 47%, reported no formal process for collecting injured worker feedback, though higher performers were notably more engaged, with 34% reporting no formal collection compared with 54% of lower performers. Employer feedback collection was more widespread overall, with 68% of organizations gathering it formally, and higher performers again showed stronger adoption than lower performers.
Automated injured worker communications also remained limited industrywide, with 56% of respondents reporting no use, though higher performers were more than twice as likely as lower performers to automate claim staff contact information (45% vs. 24%).
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