Get access to the exclusive HR Resources you need to succeed in 2018!
SHRM board member David Windley discusses how unconscious bias can derail workplace diversity efforts.
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.
Large U.S. employers—those with at least 1,000 workers—remain committed to providing active employees with health care benefits. But they are taking more aggressive actions to improve health care delivery and manage rising costs, according to a nationwide survey by consultancy Towers Watson and the nonprofit National Business Group on Health (NBGH).
The survey was completed by 583 large employers between November 2012 and January 2013. Respondents collectively employ 11.3 million full-time employees and have 8.5 million employees enrolled in their health care programs, equating to a collective $103 billion in total health care expenditures. The survey report, Reshaping Health Care: Best Performers Leading the Way, was released March 7, 2013, at the NBGH’s Business Health Agenda 2013 conference in Washington, D.C.
Among the survey’s findings:
In the coming years more than 80 percent of large U.S. employers plan to continue to raise the share of premiums that employees pay, the survey found.
Subsidies for retiree medical coverage have declined, too, with only 15 percent of large companies offering them to newly hired employees. However, with the opening of health care insurance exchanges in 2014, some businesses may find cost-effective alternatives for their retirees.
“We are in a game-changing period," said Ron Fontanetta, senior health care consultant for Towers Watson, at the NBGH conference.
“Employers are redefining their financial commitment to health care,” in part to avoid the potential payment of health care reform’s “Cadillac” excise tax on high-value plans, beginning in 2018, he noted. “Yet they are also mindful of a growing affordability gap for employees, as health care costs take their toll on take-home pay. To combat these challenges, we expect employers to take more aggressive action, using emerging strategies to improve delivery, cost management and employee accountability.”
Reshaping Health Care and Delivery
Over the next five years the vast majority (92 percent) of large employers expect at least modest change in health care, while nearly half expect a significant or transformative change. Among the trends revealed in the survey:
Large employers also are looking at new options such as public and private health care exchanges for active and retiree populations, Fontanetta said. Nearly 30 percent of large employers already are providing access to an exchange-based solution for retirees, with another 36 percent planning to do so over the next three years.
The outlook for active employees is a bit different. Eighty-two percent of large employers said that in the next five years it is not at all likely that their organization will direct active employees to an exchange without providing a subsidy to purchase health care; 60 percent said the same even with a subsidy.
Accountability and Engagement
Large employers expect the trend toward consumer-directed health plans to continue:
These enrollment patterns underlie a fundamental evolution in consumer-directed health plans as employers increasingly use them to embed incentives:
There is also growing interest in expanding financial incentives to include spouses: 59 percent of respondents expect to do so by 2014, up from 23 percent that used this strategy in 2012.
Best Practices Reduce Costs
“Companies recognize the need to create value-based benefit designs and develop a supportive workforce culture to engage employees,” said Fontanetta. "The best performers identified by the survey had an average health care cost increase of 1.7 percent in 2012, less than half the median increase and roughly in line with the general inflation trend."
Several critical factors drive health plans to outperform their peers, Fontanetta said. For instance, best performers:
is an online editor/manager for SHRM.
SHRM Online Health Care Reform Resource Page
Keep up with the latest news. 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
SHRM Member Discounts Program
SHRM’s HR Vendor Directory contains over 3,200 companies