Employer Healthcare Strategies

On-site clinics have long provided benefits to self-funded employers. Since the early 20th century, on-site clinics have provided employees with immediate access to care and significant health care savings for the employer. 

Today, when employers are asked how they plan to control health benefit cost over the long term, they talk about improving employee health through worksite clinics. Why? Well according to Mercer, 72% of employers offering worksite clinics say that managing employee health risk and chronic conditions are an important objective for the clinic. 

Large employers still dominate the worksite clinic scene, but a new model is emerging, empowering mid-sized and even small employers reap the benefits. 

Over 75% of Human Resource professionals say that their organization offers some type of a wellness program. But how effective are these programs? Data-driven leaders know a simple truth: you can't manage what they can't measure - and measuring return on investment (ROI) is essential to determine effectiveness. 

The CareATC Mobile App features some exciting updates, providing members a better way for employees to engage in their health and well-being.

Shockwaves were sent throughout the business community as three of the nation’s largest corporations - Amazon, Berkshire Hathaway and JPMorgan Chase - announced that they are partnering on ways to address healthcare for their U.S. employees, with the aim of improving employee satisfaction and reducing costs. It’s clear: employee health is taking center stage.

It’s no secret that unhealthy employees are less engaged and more apt to affect your bottom-line. Employers have looked for ways to mitigate risk by motivating employees to live healthier lives. With an overwhelming majority of employers planning to implement a health and wellness program in 2018, employers are taking greater aim at intervention, not just prevention.

If you think the health of your employees has no impact on your productivity or bottom line, think again. One out of every four dollars employers pay for health care is tied to unhealthy lifestyle choices such as smoking, stress, and obesity. Despite spending almost twice as much on health care, the U.S. has the worst health outcomes than most other developed nations. The result is higher medical costs for the U.S. and for employers. So, what gives and how can employers influence behavior for the better?

Advantages & Disadvatages of Self-Funding 

Determining whether or not self-funded insurance is the right choice for your small business can be difficult to do. We’ve taken some of the guesswork out by compiling some of the advantages and disadvantages of self-funding. Here's what you need to know. 

3 Misconceptions About Self-Funded Insurance

When thinking of opting for an insurance plan for their employees, some small businesses automatically assume that a self-funded plan is only a good option for large employers. Not true. In fact, did you know that it is estimated that 61 percent of companies within the U.S. self-fund at least a portion of their health plan? Read on to find out about three of the common misconceptions about self-funded insurance and the truth about each of them.

There is a trend, perhaps you have noticed it: healthcare costs are increasing. Yet, the means of paying those costs is not going up at the same rate. In a country where high deductible healthcare plans are the norm, it becomes more difficult for employees to keep up with preventative care—some of them forgo it completely.

A BIG IDEA FOR SMALL TO MID-SIZED BUSINESSES

As healthcare policy costs increase, small businesses struggle to keep up with the financial demands of providing individual healthcare plans for their employees. Limited insurance can make retaining top performing employees more difficult for the company. Can you relate to these challenges? Keep reading—there is an alternative option. Self-funded insurance provides healthcare by way of a different method. It gives employers the power.