Not a Member? Get access to HR news and resources that you can trust.
Standing desks and other innovative workstations can help counterbalance the negative health effects of sitting.
Is your employee handbook ready for the New Year? With SHRM’s Employee Handbook Builder get peace of mind that your handbook is up-to-date.
Get the HR education you need without travel expenses or time out of the office.
Elevate Your Talent Strategy. Join us in Chicago, IL – April 24-26, 2017.
Prescription plan designs shift more cost to employees
For employer-provided drug benefits, median pharmacy retail co-pays for expensive fourth-tier drugs increased by 25 percent—from $80 in 2012 to $100 in 2013—and many employer plans are charging between 10 percent and 30 percent of the cost of fourth-tier drugs, according to the latest United Benefit Advisors’ (UBA)
Health Plan Survey.
The fourth tier pays for biotech or other high-cost specialty drugs. This plan design enables employers to pass along the cost of the most expensive drugs to employees by segmenting these medications into another category with significantly higher co-pays. The number of employers offering four-tier drug plans increased 11.5 percent from 2012 to 2013, with 27.9 percent of employers now using this pharmacy plan design element, the survey found.
“We are seeing more employers, small and large, raising co-pays substantially on fourth-tier drugs,” said Carol Taylor, an employee benefit advisor with D&S Agency, a UBA partner firm, in an interview with
SHRM Online. “With some of these drugs ranging from $1,200 to $20,000 per month—including some cancer drugs—it is very costly for the plans, which in turn affects their premium rates. We’ve seen this for quite some time with self-funded plans, but we expect it will become more popular among small and large employers with group health insurance.”
On average, the tier-four median co-pay was:
“There are a number of factors that would cause larger groups to have higher co-pays for brand name specialty prescription drugs,” added Rob Calise, UBA board chairman. “Small group markets are pooled by ratings areas, but larger groups are rated more independently. They have much more incentive, then, to raise co-pays, especially for items that will cause rate increases.”
A Related Perspective
According to a
2014 medical cost trend report by consultancy PricewaterhouseCoopers: "Until recently, widespread adoption of generic medicines helped dampen overall medical inflation, but the rise of expensive complex biologics will nudge spending trends upward. Approvals of new biologics now outpace traditional therapies, and that pattern will continue in 2014 as research efforts target complex cases such as cancer."
The number of prescription plans subject to a major medical deductible increased by 3.5 percent, while the presence of a co-pay and/or co-insurance after the major medical deductible also increased by 5 percent, from 68 percent to 73 percent in 2013, the UBA survey found.
“It used to be that all drugs were applied to the deductible, then co-insurance on major medical,” said Taylor. “Now, quite a few carriers, particularly on high-deductible health plans, require the deductible, then co-pays. We’re also seeing small group and mid-market employers place generic brands before the deductible, but brand names after."
"It is very possible we could see co-pays disappear completely, with everything falling under the major medical deductible,” Taylor added.
Data in the
2013 UBA Health Plan Survey are based on responses from 10,551 employers sponsoring 16,928 health plans across the U.S.
Stephen Miller, CEBS, is an online editor/manager for SHRM.
Related SHRM Video:
Related SHRM Article:
Compensation & Benefits e-Newsletter:
To subscribe to SHRM's Compensation & Benefits e-newsletter, click below.
Sign Up Now
You have successfully saved this page as a bookmark.
Please confirm that you want to proceed with deleting bookmark.
You have successfully removed bookmark.
Please log in as a SHRM member before saving bookmarks.
Your session has expired. Please log in again before saving bookmarks.
Please purchase a SHRM membership before saving bookmarks.
An error has occurred
Recommended for you
HR Education in a City Near You
SHRM’s HR Vendor Directory contains over 3,200 companies