It’s a well-known fact that health quality varies greatly across the country. It varies across physicians, hospitals, and – based upon NCQA data -- even health plans. Among measures that matter most to employers, such as the percentage of patients demonstrating control of their diabetes, or obtaining appropriate cancer screenings, the variation across health plans can be 20-30 percentage points or more. Yet employers rarely hold health plans accountable for their own performance.
US healthcare is in a tough spot. COVID-19 is surging, primary and preventive care have plummeted, and our mental health crisis has worsened. As we turn the corner to 2021, employers face serious challenges when it comes to employee health and well-being and controlling healthcare costs.
Demand for fertility benefits is on the rise, even as our workplaces change amidst COVID-19. The pandemic hasn’t put a stop on the pursuit of parenthood — and employees are looking for employer support. Still, as budgets constrict and healthcare costs rise, employers have to keep an eye on managing costs.
Somewhat ironically, the last 12 months are unlikely to give anyone 20/20 vision. When it comes to benefits compliance, however, we can make some predictions based on regulations introduced in 2020, several legal cases and a dramatic political landscape