A new survey by Forbes found that 8% of respondents left a job they liked to seek better health insurance. Another 20% decided to get a full-time job instead of a part-time job so they could get coverage. 31% of respondents with employer-sponsored insurance said they stayed with a job they disliked for the company’s health insurance.
ASE released its 2022 Healthcare Insurance Benefits Survey. The annual survey, covering Michigan employers, examines the premiums, deductibles, and co-pays of employer-sponsored health plans as well as wellness benefits and cost control strategies.
Two years after the start of the COVID-19 pandemic, virtual care has become a standard healthcare option among today's companies. In fact, 93% of HR professionals said their organization offers access to virtual care, and about a third of them said their company had started to provide that care within the last two years. In the most recent ASE Healthcare Insurance Benefits Survey, 63% of ASE survey respondents stated they offer telehealth benefits.
Nearly 180 million Americans have employer-provided health insurance coverage, and 40% of them are covered by a Consumer-Directed Health Plan (CDHP), which combine a high-deductible plan with a tax advantaged health savings account (HSA).
As the pandemic continues to unfold, the ability of employers to have a positive impact on employee health and resiliency cannot be understated according to a recent Mercer Survey, Health on Demand.
Delta argues that the costs of hospital stays for COVID total, on average, about $40,000-$50,000 per incident thus driving up healthcare costs for all employees.
We’ve all lived like astronauts for the past year and a half – we’ve been physically isolated from family and friends, our home was also our workplace, and we were surrounded by an unsafe environment (COVID-19). Astronauts train for this, we have not.
Organizations across the country have been forced to quickly adapt during the COVID-19 pandemic, and insurance benefits are one area to see significant modifications. The ASE 2020 Healthcare Insurance Benefits Survey details these changes by examining premiums, deductibles, and co-pays of employer-sponsored health plans among 174 Michigan employers. Wellness benefits and cost control strategies are also benchmarked.
Last month’s Bostock decision ruled that Title VII of the 1964 Civil Rights Act protects LGBTQ rights. This decision has a number of subtle impacts that employers need to be cognizant of, including compensation and by extension employer sponsored health plans.
With health care costs growing more than two times the rate of inflation consistently over the years, and employers growing weary of increasing deductibles and cost shares, an old idea has resurfaced for employers: Referenced Based Pricing (RBP) programs. Under Obamacare, the transparency of costs among providers has become more commonplace, thereby enabling these types of programs.
The results are in for ASE’s 2018 Healthcare Insurance Benefits Survey. A total of 215 organizations participated in the latest study, which examines the premiums, deductibles, and co-pays for employer-sponsored health plans across Michigan. Highlights from the survey are listed below:
Employer health care spending has grown from 6% of total wages in 1988 to more than 12% in 2018. The Centers for Medicare and Medicaid Services (CMS) estimate that this growth will continue, with national health spending projected to be 20% of the economy by 2026. Employers are seeking innovative approaches to keeping healthcare costs down.
A lawsuit by 20 states was filed in federal court in Texas challenging the constitutionality of the Affordable Care Act (ACA) in February. Texas argues that last year’s tax reform law, which stripped the ACA of the individual mandate, made the ACA unconstitutional. If the individual mandate is stripped away, the Department of Justice (DOJ), agreeing with Texas, argues that two other key parts of Obamacare should fall with it.
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.
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