Healthcare plans

HR is leaning on education in the hopes they can teach employees how to choose high-quality, low-cost healthcare on their own.

Every delayed preventative screening, test or check-up can result in a failure to discover a serious medical condition that requires treatment. That raises treatment costs down the line for both company health plan and employee.

With new stressors compounding on employees each day, it’s not enough just to offer emotional support. Employers must proactively invest in equitable wellness programs that consider individuals’ unique needs and struggles.

As some companies prepare staff to return to the office, and working parents balance work and back-to-school schedules, employers imagine what the prolonged coronavirus recovery will really look like.

Visits to healthcare clinics are trending well below their pre-coronavirus levels, setting the stage for increased future health issues.

The insurance company partnered with Covera Health to prevent misdiagnosis and unnecessary surgeries.

At the end of the day, consumers are accustomed to an Amazon-experience where they can easily interact and engage with an online platform to assist in making many of their decisions.

The overall impact of the crisis adds uncertainty about projected costs.

The COVID-19 pandemic has boosted employee use of telehealth services, giving employers an opportunity to reduce healthcare costs while simultaneously expanding offerings.

This year’s worldwide COVID-19 pandemic has further highlighted the reasons why employers should consider a self-insured strategy over a fully insured model.

Employers can help employees prepare for and manage high healthcare costs related to COVID-19 as well as large medical bills related to other health conditions such as serious illness or accidents several ways.

While it does not solve all problems, virtual care offers a highly flexible, low resource approach that, with many patients, can deliver a positive care experience with equal or better quality at lower cost.

A new partnership aims to support safe returns to the workplace through FDA-authorized testing.

A good return-to-work solution should involve a mobile app or a screening survey that allows employees to perform a daily self-assessment, but this should work in tandem with virtual care or telehealth services.

For most employers, just 1% of their members are driving 40% or more of pharmacy benefits costs.

To help manage the impact of increasing premiums on financial performance, employers have passed an increase in premium costs to their employees.

The insurance companies plan to launch a new health plan in Q4 to help employers recuperate from COVID-19 losses.

Including health benefits in your employee experience efforts will show employees that your entire people strategy is built around supporting and equipping them to thrive.

Companies should adopt strategies from across three different categories — screening and testing; workplace policies and design; and health and healthcare access when planning their workplace return.

Around 63% of workers say their company could do more to support their emotional and mental health during the COVID-19 pandemic. Within this group, 22% said their company’s response was “barely adequate,” “a disaster” or “non-existent.”