Employee Health Benefit's: Trends for 2024 and Beyond

There are more ways to improve employee health than ever before. Technology makes care delivery more personalized, with options for virtual visits and other digital engagements. Predictive analytics can provide milestones for preventive care based on age, gender, and medical history.

Today’s employee health benefits trends are all about getting the right care to the right people at the right time. Together, these trends make health care more equitable and accessible with opportunities for better cost management.

Prioritizing employee health through preventive care

Maintaining good health is the easiest way to improve employee productivity and presenteeism, while also saving insurance dollars. Periodic doctor visits, diagnostics, and screening tests are essential for both early detection and chronic disease management.

“Preventive care identifies potential concerns and reduces the risk of an employee or family member suffering a preventable illness. An employer-provided screening test could change the trajectory of someone’s health,” says Jonathan Majernik, Vice President, National Markets, Highmark Inc.

For example, health screening intake information could show that an employee doesn’t have a primary care provider (PCP). Highmark can flag this gap and present that employee with a choice of in-network doctors, setting the stage for continued care.

Employers can also offer wellness rewards programs to incentivize preventive care. Rewards can be in the form of reduced premiums, gift cards, or contributions to a health savings account. Rewards are a win-win for employers and for employees and their families.

“Our internal data shows that an average of 5% of any employee population accounts for 40% of health care claims. We want to reduce those numbers,” states Majernik. Investments in employee health and well-being can keep costs lower for everyone.

Understanding health insurance coverage as a recruitment and retention tool

Another important trend is the recognition of health and wellness benefits as one of the deciding factors in employer choice. Employees expect more from their benefits package in the post-pandemic era.

Data from the Society for Human Resources Management¹ (SHRM) shows that benefits are one of the top three contributors to job satisfaction. However, only 68% of employees are satisfied with their current benefits. A survey from Parsley Health² goes further, saying that 71% of women would change jobs for better benefits.

Meeting the health needs of a multigenerational workforce

“As strategists, my team looks at risk, cost, and opportunity,” says Majernik. “Analytics help us connect the dots for the employer and their specific employee population in terms of programs and solutions.”

Raising awareness through employee benefits communication

Everyone consumes information differently, which is why Highmark recommends an omnichannel approach to employee benefits communication. Whereas one employee might want to call customer service, another might prefer self-service via the My Highmark app or portal.

Highmark marketing communications experts support employers in sharing benefits information in a manner suitable for their employee base. . “Think about truck drivers, for example,” says Majernik. “Traditional communication channels aren’t necessarily going to work for that audience.”

Benefits communications are especially important at annual benefit plan milestones. These milestones include wellness reward expiration, year-end flexible spending account (FSA) limits, and health care saving account (HSA) balances.

Look at these helpful resources for more information:

LGBTQ+ Health Care Benefits for 2024

My Highmark Offers a More Personal Digital Experience for Plan Members

Spending Accounts Add Value to Your Employee Benefits Package

References

_{All references to “Highmark” in this communication are references to Highmark Inc., an independent licensee of the Blue Cross Blue Shield Association, and/or to one or more of its affiliated Blue companies.}

_{Sword Health is an independent company that provides wellness services for Highmark Health plans. Sword Health Professionals provides its services through a group of independently owned professional practices consisting of Sword Health Care Providers, P.A., Sword Health Care Providers of NJ, P.C., and Sword Health Care Physical Therapy Providers of CA, P.C.}

_{Spring Health is an independent company that provides mental health care services through its agents. Spring Health does not provide Blue Cross and/or Blue Shield products or services. Spring Health is solely responsible for their mental health care services.}