Employers

This week, companies are showcasing digital health at conferences in Las Vegas and San Francisco, but when it comes to alleviating disease burden or the cost of care for vulnerable populations, the promise of digital health is not yet fulfilled, according to a study published in Health Affairs.

After growing modestly between 2011 and 2016, the average premium for employer health plans rose sharply in 2017, growing 5.5% from 2016 to 2017 for family plans and 4.4% for single-person plans.

Nine organizations representing health insurance companies, consumers, and businesses announced Monday that they support the concept of federal legislation to protect patients from receiving surprise medical bills.

During a case study, employees were more willing to have less robust coverage in areas like dental, vision, and diagnostic benefits so that the group could have access to more comprehensive mental health and maternity services.

An event hosted by the American Enterprise Institute highlighted companies in the private sector that are working on novel ways to transform healthcare and bring better value to patients.

According to the 2018 benchmark Kaiser Family Foundation Employer Health Benefits Survey, annual premiums for family and single coverage have increased in 2018 and the burden of deductibles continues to grow on employees. However, as premiums rise, so does employer investment in health and wellness programs for their employees.

Employers may not look forward to purchasing healthcare, but they are in the position to transform the market. More employers are getting more involved in healthcare by championing alternative payment models and other services to their employees.

Employers who have been disappointed in the past with wellness programs want to see evidence of patient engagement and how this translates into savings.

Since they foot the bill for a lot of Americans’ healthcare costs, employers have a lot vested in the health of their populations and have been involved with pushing for healthcare transformation, said Suzanne Delbanco, PhD, MPH, executive director of Catalyst for Payment Reform.

The survey of more than 340 women revealed an overwhelming belief that people with migraine are dismissed as exaggerating their symptoms and that employers don't understand the burden of migraine on their employees.

New research from the Employee Benefit Research Institute has found that although there was some erosion in health insurance offered by employers after the implementation of the Affordable Care Act, the percentage of private-sector employers offering health benefits increased in 2017 for the first time since 2008.

In a survey of 170 employers, employers indicated that they are taking a more activist role in delivering healthcare to their employees, expressed frustration with the pharmaceutical supply chain, and said they expect to see a large uptake of virtual healthcare in the coming years.

A new study from the Healthcare Financial Management Association, Leavitt Partners, and McManis Consulting found that the penetration of value-based payment (VBP) models is not yet enough to generate cost savings and is also not affecting clinical quality outcomes at the market level.

The ability to have a plan that’s going to work and be large enough that it makes sense for those involved is a barrier for employers who want to pursue alternative payment models, said David Merrill, HR benefits manager, Volusia County, Florida, and John Robinson, CEBS, REBC, RHU, president and CEO, RobinsonBush.

Scaling back the Comprehensive Care for Joint Replacement model and canceling an expansion proposed under the Obama administration represents a shift in philosophy from mandatory to voluntary bundled payment models. But some say that commercial payers and employers will demand change no matter what CMS does.

The Gallup-Sharecare Wellbeing Index released its estimate of the cost of diabetes for employers on World Diabetes Day.

"Voluntary" is the key word in today's wellness programs, after EEOC rules were tested in court.

After great effort to resolve apparent conflicts between the ACA and older statutes, including the Americans with Disabilities Act, a repeal of the healthcare law may send regulators back to the drawing board.

At the Payer Exchange Summit V, sponsored by the Community Oncology Alliance (COA), 2 employer groups and a provider participated on a panel to provide practical insight into the extraordinary challenges and decisions faced by employers and employees with a cancer diagnosis.

Also, the share of employers funding wellness programs has passed the 50% mark, but not all employees use them.

More employers are requiring prior authorization and the use of select specialty pharmacies for high-cost drugs.

The Pregnancy Discrimination Act of 1978 prevents questions about status from being asked, and does not require a woman to disclose her pregnancy in an interview.

Incentives in employee wellness programs, especially penalties, can hurt morale and lead to legal action. But without incentives, there's no guarantee the employer will see healthcare savings and return on investment.

Employers and employees are seeing eye-to-eye when it comes to integrated health benefits. Not only do employees see how an integrated plan can improve quality of care and health, but employers see how it makes good business sense.