 The COVID-19 pandemic has brought mental health to the forefront for many people, as they tried to cope with abrupt changes to their work and social lives, isolation, fear of getting sick and losing loved ones to the disease.
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 Despite newly enacted federal transparency rules for hospitals and health plans, some large hospitals are still not posting the required price lists for their services, according to a recent report.
The Centers for Medicare and Medicaid Services' transparency rules were implemented to shine the light on what hospitals charge for their various medical services, the negotiated rates insurers have with health plans and the out-of-pocket costs enrollees can expect to pay for these services.  By now you will know about the rapid uptake in telemedicine after the COVID-19 pandemic drove patients to use virtual appointments with their doctors.
While this form of medicine seems like it's here to stay, there are other technologies that employers can look to include in their group health plans to help employees get the most out of their benefits, better manage their health and make more informed decisions about care.  As group health plan open enrollment looms for most companies, communicating your offerings to your staff is key to getting as many of them as possible to sign up for coverage.
That requires a solid strategy aimed at helping your employees understand their choices and the financial implications of them. Most importantly, you want to reach those employees who didn't sign up last year and stress the importance of health insurance.  As identity theft continues growing, one of the main treasure troves that criminals covet is employee data. After all, it typically contains your staff's personally identifiable information and other information that should not fall into nefarious hands.
 As the labor market remains tight and businesses struggle to find staff, more small firms are starting to offer employee benefits, particularly health coverage.
But the costs of coverage can be daunting and many employers worry about whether they can afford benefits programs and struggle to set a budget that won't deplete or severely dent their profits.  Even though the majority of workers receive health insurance coverage on the job, a new survey has found that many of them understand surprisingly little about their health plans and are leaving money on the table.
The "Health Insurance Literacy Survey" by Healthcare.com found widespread misunderstanding about how copays and deductibles work, and what premiums and benefits are.  U.S. employers can expect to see their group health insurance premiums climb an average of 6.5% in 2023 from this year, according to a new study.
Economic inflationary pressures will push the average premium cost per employee to about $13,800, compared to about $13,020 for 2022, according to the study by professional services firm Aon.  Physicians and employee health experts are increasingly recommending that employers include diabetes screening, prevention and management in their company-sponsored wellness programs.
Diabetes — known as the "silent killer" — afflicts more than 29 million Americans, or 9% of the population.  Now more than ever, employers need to step up their employee benefits game beyond providing group health insurance.
Thanks to the Great Resignation, employees are demanding more from their current and prospective employers. And those that don't deliver lose employees or have trouble attracting new talent, as long-time colleagues head for the exits. |
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