The Big Survey – How Do Your Perks and Insurance Compare? Part ll

Last month we shared results from the Human Resources Daily Advisor’s 2015 Perks and Insurance Survey. This month, we present Part II of the survey. It details what insurance is being offered by employers and how they contain their costs.

To briefly recap, a total of 1,401 individuals took part in this survey, which was conducted in March. A whopping 95.8% of employers participating in the survey offered health insurance as a benefit. To break that statistic down even further, 73.7% of survey participants offered a PPO (Preferred Provider Organization), and 30.1% offered an HMO (Health Maintenance Organization). Other plans offered include Point-of-Service plans, traditional indemnity plans and open access plans.

table.1

 

In 2014, a significant percentage, 59.6%, conducted a comprehensive review of their benefits package. 29.4% plan to do the same in 2015 or have already done so. The majority of respondents, 46.1% did not know if they were going to make changes to their current plan while 20% had already decided there would be no changes and 3.7% anticipated making significant changes.

Reining in costs for healthcare benefits is a popular topic for employers. 47.1% declared this to be a major priority. While complying with healthcare reform is the priority for 39.2%. Overall, a whopping 86.8% declared healthcare benefits to be important or very important to recruiting and retention efforts. A much smaller percentage, 12.4% considered offering healthcare benefits to be neutral or not important.

Some survey participants had increased health insurance costs for 2015. 57.2% passed on some of the increase to employees, while 18.5% generously absorbed the entire increase.

How did survey respondents contain health care costs otherwise? Their strategies included the following:

  • Raising employee deductibles (29.9%)
  • Raising employee copayments (20.9%)
  • Raising the employee portion of the premium (31.3%)
  • Offering HAS/HRA high deductible plans (16.1%)
  • Implementing wellness programs (15.6%)
  • Conducting employee dependent audits (5.3%)
  • Offering opt-out incentives (4.1%)
  • Introducing managed care programs (4.1%)

table.2

Looking ahead to 2016, 28% of employers surveyed anticipated their healthcare costs increasing significantly. 49.1% see an increase, but not a significant one. 18.1% believe their costs will stay the same with a small inflationary increase.

That concludes Part II of the Perks and Insurance survey.

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