Healthcare plans

For companies, the arrangement can mean a healthier workforce, better care for their employees and less money spent paying for employees’ medical bills.

As the Trump administration pledges to bring down America’s high-and-rising drug prices, workers are living with the burden of costly medications.

The recent moves by Amazon, Walmart and other large employers to manage their employees' healthcare has numerous implications. Here our panel of experts considers the most likely outcomes.

HR professionals say recent regulatory changes and the #metoo movement have prompted changes to benefits and business strategies.

Inaccurate or incomplete information has incorrectly identified business owners as failing to satisfy healthcare coverage requirements.

A new study found that fewer than 2% of heavy smokers in the U.S. get recommended lung cancer screenings.

The retail giant is rolling out the tool to its 1.5 million employees in an effort to boost wellness by “increasing engagement, improving health awareness and reinforcing healthy habits every day.”

By making the benefit more comprehensive, employers can help effectively treat workers and reduce overall costs associated with delayed recovery and poor employee health.

Much like stop-loss coverage, employers can use telehealth services when making the leap to becoming self-insured.

The annual limit on deductible contributions to a health savings account will jump by $50 for individuals and $100 for families.

HR professionals say recent regulatory changes and the #metoo movement have prompted changes to benefits and business strategies.

Near-site clinics can increase employee wellness and satisfaction.

Rather than focus attention — and dollars — on getting workers fit, employers are beginning to zero in on helping them manage chronic illness.

By not prioritizing the use of pharmacy benefit management drug rebates, the administration is hurting companies, who shoulder the burden of rising costs by all stakeholders in the supply chain.

In a national plan, employers are pooled together to purchase stop-loss insurance. Companies pay smaller day-to-day claims as they come, but enjoy greater protection against catastrophic claims as well as the purchasing power of a large group.

The deal gives the digital health company additional resources to address the needs of employees with chronic health conditions.

At the event in Washington DC, benefit brokers learned new, innovative ways to reduce healthcare costs for their employer clients.

Much like stop-loss coverage, advisers can use telehealth services to help clients make the leap to becoming self-insured.

The deal gives the digital health company additional resources to address the needs of employees with chronic health conditions.

Employees and others are ill-prepared to meet their long-term care expenses. But government regulations and insurer indifference are exacerbating the problem.