As of January 2017, 52 health insurance providers reported 21.8 million HSA/HDHP enrollees, up from 20.2 million in 2016. This is according to a recently released survey from America’s Health Insurance Plans (AHIP) who also reported a 9.2% increase in enrollment in HSA/HDHP from 2016 to 2017 in an analysis of a constant sample of 45 health plans.
A survey of articles on the effectiveness of dependent eligibility audits show employers, on average, find between 4-8% of current participants ineligible for their healthcare plan coverage. In some cases, ineligible dependents constituted for 15% of the dependents receiving health care benefits. The average cost per ineligible dependent to the employer is between $3,500 and $4,500 per year.
Since the passage of the Affordable Care Act (ACA), the requirements of the ACA have profoundly impacted small employer plans (under 50 employees) by raising costs at a faster rate than large employer plans.
As we approach the end of 2017 many employers will once again be looking at health care costs in anticipation of mitigating health plan premium increases.
ASE recently released the results of our 2017 Healthcare Insurance Benefits Survey. 48% of Michigan employers surveyed have either implemented or plan to implement telemedicine services in 2017. This is a rising trend in healthcare that encompasses two-way video, email, smartphones, and other technology to make a virtual diagnosis.
The Senate Bill for the repeal of the ACA was introduced Thursday, June 22nd. The bill is very similar to the House bill. However, both the House and Senate bills would likely lead to higher cost healthcare policies with reduced benefits. For example, both the House and Senate bills allow states to reduce the number of essential health benefits that policies would be required to cover, thus leading to a cap on costs on formerly essential benefits, such as maternity benefits.
As many report, the ACA is suffering because of the lack of providers and funding. Actual plans marketed by the exchanges are getting more expensive and serve primarily as catastrophic insurance. Employers, driven by the limited qualified labor market, have to offer better healthcare options to employees due to attraction and retention efforts, but even those efforts have limitations as costs are rising for the employer.
Health reform is back in the news for multiple reasons. The U.S. House of Representatives passed the American Health Care Act (AHCA) (H.R. 1628) by a vote of 217 to 213. This law was prepared specifically to avoid a filibuster in the Senate by using the same budget reconciliation methodology used to pass the ACA. In this way, a simple majority in the Senate can pass the law.
As revealed in ASE’s 2016 Healthcare Insurance Benefit Survey one of the top cost containment strategies that Michigan employers are using to reduce healthcare costs are Wellness Programs. In fact, 37% of Michigan employers either currently have a plan or intend to create one in 2016. Are they working?
This year 229 organizations participated in ASE’s 2016 Healthcare Insurance Benefit Survey. The survey covers a wide variety of employer-sponsored health insurance benefits including practices related to both traditional and High Deductible or Consumer-Driven Health Plans. Highlights from this year’s survey include the following:
Even three years after the ACA required employer coverage for all “full-time” employees, the “look-back” and “stability” periods continue to confuse HR professionals. These periods do not affect most employees; but they come into play with some new employees and with employees who are seasonal or have variable working hours. With these employees, the question of their “full-time” status becomes an acute one for the employer to answer.
The arrival of the Affordable Care Act in 2010 marked the first appearance in the marketplace since World War II of a viable alternative to employer-provided health insurance. Implicit in the ACA’s design is the notion that someday the various health insurance exchanges, led by a national exchange, could collectively cover more people than employers cover today. Theoretically, it has the potential to make employer-provided health insurance eventually go, like the dodo bird, extinct.
As reported in the article above, the arrival of the Affordable Care Act (ACA) has not changed employee attitudes towards their employer-provided health insurance. But what about the employers who are providing that health insurance and paying most of its costs? Do not forget that during the run-up to the launch of the ACA there was much talk to the effect that employers would stop offering coverage as soon as they could and, in the words of a recent New York Times article, “send...
It is the latest employer weapon in the battle to control healthcare costs and head off employee medical problems: free or subsidized genetic testing offered as a perk. Tests to detect genetic markers associated with metabolism, weight gain and overeating are typical of those being offered. Some companies go further, offering tests that detect genetic mutations associated with breast and ovarian cancer. Ann Toth, a Vice President at Slack, which offers such testing, a perks “arms...
How the Americans with Disability Act (ADA) impacts wellness programs still makes employers’ heads spin. On the one hand, the Affordable Care Act (ACA) encourages such programs as a way to control costs. On the other hand, the EEOC has the opinion that such programs can be used only in limited ways. The result is that many employers are shying away from wellness programs.