Health and wellness

Employers should expect more M&A activity, says Limeade’s Henry Albrecht, and can prepare by having a solid understanding of their own program needs.

The insurer says internal use of its well-being program has improved employee health and productivity while achieving big savings for the company.

Programs are often considered separately from core benefits, which can be a disastrous scenario given that the two strategies go hand-in-hand, says NFP’s Deb Smolensky.

These tax breaks for employees account for the lion’s share of what the federal government spends on healthcare for Americans under age 65.

It takes knowledge and planning, but there are ways to keep health insurance costs from derailing company profits while still offering employees the benefits they need.

These tax breaks for employees account for the lion’s share of what the federal government spends on healthcare for Americans under age 65.

Conditions such as hypertension cost clients millions of dollars each year in terms of insurance claims, absenteeism, and reduced productivity.

Few programs can provide hard data that they solidly increase health outcomes for employees or decrease costs for employer clients.

Employers cite a lack of support and resources as some of the main reasons they don’t offer such programs to employees.

The U.S. health system is making strides toward value-based care but much of it is still focused on volume, which is detrimental for plan sponsors and employees.

The Northeast Business Group on Health says digital tools can make a difference in controlling chronic conditions among employees.

To achieve the key benefits of well-being initiatives employers must have a process that fully engages the organization.

Many employees have similar questions about their corporate wellness program, especially if the program is brand-new.

The strategy involves anticipating the needs of those employees who use the most resources in between doctor visits and automating processes to manage their treatment plans.

Increased demand and use of technology are among the insights revealed by Chestnut Global Partners in its analysis of employee assistance programs.

A people-centric approach isn’t just good for employees – it’s good for business, says Maxwell Health’s Veer Gidwaney.

Few programs can provide hard data or credible testimonials showing that they solidly improve health outcomes for employees or cost for benefit plan sponsors.

Conditions such as hypertension, type 2 diabetes and high cholesterol cost employers millions of dollars each year in terms of insurance claims, absenteeism, and reduced productivity.

It’s important to realize that technology is only a piece of this employee engagement method.

The chief drivers of cost in any healthcare plan are the sickest patients in the pool, prompting clients to consider options that specifically address chronic care management.