Expected to increase another 6.5% by the end of the year, the average healthcare cost for U.S. employers will be more than $13,800 per employee with workers themselves contributing an additional $4,500 per year of coverage.
These expenses come out of paychecks and premiums no matter what, and yet many Americans are procrastinating on their regular provider visits. Seeking preventive care is good for everybody, catching concerns quickly. From hypertension to diabetes, depression, or cancer, each day matters in early diagnoses and managing chronic conditions.
While some conditions are hereditary, many others are due to unhealthy behaviors like smoking and sedentary lifestyles. Employers that use a variety of tactics to encourage healthy decisions in their people will see those dollars put to better use in their benefits budget.
For example, someone who quits smoking could save their employer up to $2,000 per year. Similarly, starting an exercise routine could save more than $1,300.
Preventive care and healthy habits keep employees out of hospital beds and out living their best lives. Especially since an emergency visit is easily ten times the cost as an appointment with a primary care provider, it’s critical to ROI that benefits communication strategies provide everything employees need to easily book doctor’s appointments, find qualified and budget-friendly specialists, and be proactive in their physical and mental health.
With an intentional benefits communication plan backed by personalization strategies, HR teams can show employees truly how many resources are available to them—without overloading them with irrelevant information.
Employees want more control over their health care decisions. But confusion is a major barrier, making it stressful to find answers and stay on top of concerns. More than 65% of employees want to be empowered to choose their benefits, but only half that many felt they had any say.
By using what you know about your population to deliver health information that is truly meaningful to them, employers put control back in the hands of their people. Personalization shows employees only what is relevant to them, cutting unnecessary steps out of the decision-making process.
Many benefits teams have invigorated their offerings to attract talent over the last few years, including digital points solutions, virtual communities, legal advice, professional development, and more. Supporting a diverse workforce in a period of economic uncertainty, a robust benefits package has never been more important to employees.
Personalization makes it easy as 1-2-3 for your people to visit their primary care physician, tackle their unique health concerns, and save money for themselves, their families, and their employers.
Join our webinar on Mar. 8 for five ways to personalize your benefits strategy.