This Month Only! >> $20 off and a FREE SHRM tote with your membership and code TOTE2018!
Sign up for free email newsletters and get more SHRM content delivered to your inbox.
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.
A study by the U.S. Government Accountability Office (GAO) finds evidence that health care spending by plan enrollees with health reimbursement arrangements (HRAs) generally increased by smaller amounts or decreased compared with spending by those in traditional health plans.
Consumer-directed health plans (CDHPs) combine a high-deductible health plan with a tax-advantaged account that enrollees can use to pay for health care expenses—typically either an HRA or a health savings account (HSA), as described in the box below.
HRAs and HSAs: An Overview
Enrollees in consumer-directed health plans must keep track of funds in their accounts. If the funds are exhausted before the deductible is met in a given year, enrollees are responsible for paying for the difference out of pocket.
After an enrollee meets the deductible, the plan operates much like a traditional PPO plan. That is, generally the plan pays for most of the cost of covered services and the enrollee contributes a cost-sharing amount—which varies by plan—until meeting the maximum out-of-pocket spending limit, at which point the plan pays 100 percent of the cost of covered services.
Any unspent funds in the account may be rolled over to the next year, thereby reducing or eliminating the enrollee’s share of the deductible in subsequent years.
HRAs must be funded solely by employers, whereas HSAs may be funded by employers and/or employees.
On termination of employment, accumulated funds in HRAs generally revert back to the employer—unlike HSAs, which are employee owned and portable.
In its July 2010 report,
Consumer-Directed Health Plans: Health Status, Spending, and Utilization of Enrollees in Plans Based on Health Reimbursement Arrangements, GAO
looked predominantly at the use of HRAs.
In an effort to restrain cost growth, several employers, including the federal government through its Office of Personnel Management, have offered HRAs for several years. GAO analyzed data from two large unidentified employers—one public and one private—that introduced an HRA option in 2003. GAO compared changes in health spending and use of medical services ("utilization") before and after 2003 for enrollees who switched from a traditional preferred-provider organization (PPO) plan into an HRA plan (the HRA group) with those who stayed in the PPO plan (the PPO group).
In addition, GAO reviewed published studies that included an assessment of the health status, spending and utilization of enrollees in HRAs and other CDHPs compared with traditional plan enrollees.
What GAO Found
Generally, spending and utilization by enrollees in HRAs increased by a smaller amount or decreased compared with those in traditional plans that GAO reviewed.
At the time GAO made its data requests to each employer, 2007 data from the public employer and 2005 data from the private employer were the most current and complete data available. Key findings by GAO are noted below.
For private-sector employer plans:
For public-sector employer plans:
Similarly, in its review of the findings in 21 published studies related to consumer-directed health plans, GAO found that:
Stephen Miller is an online editor/manager for SHRM.
SHRM Online Health Care Reform web page
• Sign up for SHRM’s free
Compensation & Benefits e-newsletter
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
Join SHRM's exclusive peer-to-peer social network
SHRM’s HR Vendor Directory contains over 10,000 companies