The first four months of 2016 have already seen significant shifts in the ongoing struggle to find healthcare solutions that work for all Americans. Keeping abreast of regulatory changes, implementation timetables, competition in the marketplace, and trends in the healthcare industry are all crucial steps in maintaining a healthy, efficient workplace that retains the best and brightest.
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Most large employers currently offer HDHPs (high deductible health plans) in tandem with HSAs (health savings accounts). But traditional plans still play a major role in the employee benefits marketplace. Industry experts indicate that HDHPs should continue to grow in popularity, relevance, and effectiveness as long as targeted communications and transparency tools are put in place to aid employees in identifying and contextualizing the plans best suited to them.
According to a survey from the National Business Group on Health, large employers offering HDHPs with HSAs increased two percentage points in 2016, though the majority of them still offer traditional plans alongside. The 2016 HDHP minimum deductible is $1,300 per individual or $2,600 per family, while the maximum deductible is $6,550 per individual or $13,100 per family. Maximum total employer and employee HSA contributions for 2016 come in at $3,350/$6750.
With more people having to make decisions about when and where to receive healthcare services, the increasing prominence of transparency tools is both unsurprising and important. Future growth in this segment will be incumbent upon further improvement to the employee benefits communications and healthcare transparency systems implemented by employers, insurance providers, and healthcare professionals. To learn more about these and other crucial employee benefits issues, contact Chelten Consulting.