What to Consider When Selecting a Health Plan

2 minute read

Changing health plans can be a big decision for any employer. Not only is it a costly commitment, but it also impacts retention levels, recruitment capabilities, and employee satisfaction. The right plan can boost morale, improve employee health, and increase attraction and retention rates (hopefully while not straining the budget). Here are some things employers should keep in mind before changing health plans.

Overall Plan Costs

Understanding employees’ needs and setting priorities to meet these needs can help employers determine whether they are getting the most out of their health plans. The plan should be affordable for both the employee and employer. Proper research is essential when making a decision. Some things to consider include evaluating coverage options, integration of benefits, funding arrangements, employee health and morale, and customer support.

Employee Health and Well-Being

Since health plans are expensive, employers need to choose plans that will help their employees stay healthy. Finding a plan that provides access to a wide range of providers and specialists can be more valuable than opting for cheaper coverage.

And since the pandemic, mental health has become a bigger priority for employees, and many expect employers to provide them with benefits. Offering valuable and desired benefits can lead to improved employee attraction and retention rates.

Technology Offerings

Employers should consider choosing a plan that increases employee accessibility to benefits through technology. Telemedicine can expand employee access to care and broaden their network of health care provisions. Web and mobile tools can help employees locate providers, schedule visits, and maintain price transparency.

Benefit Quality

Changing health plans doesn’t mean that employers have to sacrifice the quality of the benefits for lower costs. Prioritize a health plan that provides valuable care options benefits to both the employer and employees. Employers can survey employees about benefits they need or want that aren’t currently offered. Deciding which benefits to include can help employers effectively design their health plan.

Contribution Strategy

Although employers and employees typically share the cost of health care, employers usually shoulder the majority of the expenses. With shrinking budgets, some employers have been forced to evaluate different contribution strategies. An effective contribution strategy can align an employer’s budget concerns while maximizing employees’ use of their benefits. This can improve affordability, enrollment and employee satisfaction, and boost an organization’s morale and productivity.

Conclusion

There are many things to consider before changing health plans. Looking beyond costs can help organizations find plans that best fit their unique needs and are most beneficial to their employees.

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