U.S. employers target healthcare costs and mental healthcare as they look toward 2024
20 Outubro 2023 - 10:45AM
More than six out of 10 U.S. employers are in agreement about plans
to manage company healthcare costs and enhance mental health
programs. With these matters top of mind for the foreseeable
future, 62% of employers are implementing initiatives to address
both, balancing cost and talent considerations as they set a
“go-forward” health and wellbeing strategy, according to a new
survey by WTW (NASDAQ: WTW), a leading global advisory, broking and
solutions company.
The 2023 Best Practices in Healthcare Survey found more than
two-thirds of U.S. employers (69%) are focused on managing
healthcare plan costs. This follows a projected cost increase next
year of 6.4%, compared with the average 6.0% increase employers are
experiencing this year. Almost as many employers (63%) are focused
on enhancing mental health and emotional wellbeing programs. Other
priorities include employee experience (40%); communication (38%);
diversity, equity and inclusion (37%); and employee affordability
(34%).
“As companies face steep healthcare cost increases, they are not
losing sight of the importance of addressing employees’ needs,”
said Courtney Stubblefield, managing director, Health &
Benefits, WTW. “However, it’s not a simple challenge for employers
to navigate. Each employer needs to find the unique portfolio of
programs and solutions that will best control its costs while
meeting the healthcare and specific needs of its organization.”
According to the survey, employers are increasingly taking
action to manage costs and enhance affordability through health
plan and vendor efficiencies. While 37% of employers are currently
implementing programs or using vendors that will reduce costs, 50%
are planning or considering doing so in the next two years. And
while less than one-third (32%) put vendor/health plans out to bid,
47% are planning or considering doing so.
For controlling costs at the point of care, nearly one-quarter
of employers (24%) are planning or considering offering a narrow
network of higher-quality and/or lower-cost providers in the next
two years, while 19% are planning or considering using centers of
excellence within health plans. Other actions include carving out
specialty pharmacy services (16%) and offering plan options that
restrict or eliminate out-of-network coverage for non-emergency
services (13%).
Employers are focused on prescription drug costs. While just 16%
of employers require employees to switch to biosimilars when
available by 2025, 27% are planning or considering doing this in
the next two years. Additionally, more employers are planning or
considering evaluating and addressing specialty drug costs and
utilization that are paid through the medical benefit (26%) and
having plan coverage exclusions or higher cost sharing for
high-cost/low-value medications (14%). Regarding anti-obesity
medications, 38% of employers cover them today, while 6% plan to
cover them in 2024 and more than double that (16%) are considering
doing so in 2025.
Employers are also embracing navigation and virtual care
strategies for managing costs that can improve the quality and
access to care for employees and their families. While nearly half
(43%) of employers currently offer plan advocacy or navigation
solutions, 23% are planning to do so in the next few years.
Additionally, more employers are planning or considering offering
virtual primary care through a third party or carrier (18%).
In addition to virtual care visits, employers are taking other
measures to address mental health issues. Nearly half of employers
(48%) have engaged or plan to engage with their employee resource
groups to address population-specific mental health issues. Other
actions include evaluating mental health networks from a diversity
lens to ensure diverse representation and providing mental health
days off. Some are still evaluating cost sharing for mental
healthcare. Notably, more than half of employers (53%) have
conducted or plan to conduct a mental health parity audit. Not only
do these audits ensure employers are following laws and recent
regulations, but they also provide important mental health plan
design and program recommendations.
“Aligning business priorities, from workforce transformation to
healthcare costs to employee wellbeing, requires a constant
evolution of benefit programs, culture and employee experience,”
said Regina Ihrke, senior director, Health & Benefits, WTW. “By
doing so, companies can alleviate strains on attracting and
retaining talent, enhance worker health and productivity, and gain
competitive advantage.”
About the survey
A total of 457 employers participated in the 2023 Best Practices
in Healthcare Survey, which was conducted in June and July 2023.
Respondents employ 7.3 million employees.
About WTW
At WTW (NASDAQ: WTW), we provide data-driven, insight-led
solutions in the areas of people, risk and capital. Leveraging the
global view and local expertise of our colleagues serving 140
countries and markets, we help organizations sharpen their
strategy, enhance organizational resilience, motivate their
workforce and maximize performance.
Working shoulder to shoulder with our clients, we uncover
opportunities for sustainable success—and provide perspective that
moves you. Learn more at wtwco.com.
Media contacts:
Ileana Feoliileana.feoli@wtwco.comStacy
Bronsteinstacy.bronstein@wtwco.com
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