April is Stress Awareness Month. Let SHRM make your work life easier: Join Now
Shawn Premer shows how doing the right thing for employees leads to positive business results.
Is your employee handbook keeping up with the changing world of work? With SHRM's Employee Handbook Builder get peace of mind that your handbook is up-to-date.
Build competencies, establish credibility and advance your career—while earning PDCs—at SHRM Seminars in 12 cities across the U.S. this spring.
#SHRM18 will expand your perspective – on your organization, on your career, and on the way you approach HR. Join us in Chicago June 17-20, 2018
Members may download one copy of our sample forms and templates for your personal use within your organization. Please note that all such forms and policies should be reviewed by your legal counsel for compliance with applicable law, and should be modified to suit your organization’s culture, industry, and practices. Neither members nor non-members may reproduce such samples in any other way (e.g., to republish in a book or use for a commercial purpose) without SHRM’s permission. To request permission for specific items, click on the “reuse permissions” button on the page where you find the item.
SHRM’s 2015 Strategic Benefits Survey collected information on the costs of health care and changes in total costs over time.
This research found that three-quarters (76%) of HR professionals from organizations that provided health care coverage to their employees said they anticipated their organizations’ total health care costs would increase between plan year 2014 and plan year 2015. In plan year 2015, respondents indicated their organization was paying, on average, 76% of total employee health care costs.
For the purposes of controlling the costs of health care, about one-half of organizations reported they created an organizational culture that promotes health and wellness (53%), a statistically significant increase from 2013 (41%), and they offer consumer-directed health plans (e.g., HRAs, HSAs) (48%). About one-third offer a variety of PPO plans, including those with high and low deductibles and co-pays (35%), provide incentives or rewards related to health and wellness (33%), and provide educational initiatives related to health and wellness (32%).
Download Full Survey Findings (PDF)
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.
Please sign in as a SHRM member before saving bookmarks.
Please purchase a SHRM membership before saving bookmarks.
An error has occurred
Recommended for you
Choose from dozens of free webcasts on the most timely HR topics.
SHRM’s HR Vendor Directory contains over 3,200 companies