While growth in health costs stays flat, companies are employing more virtual care, innovating primary care, and seeking solutions to specialty drug costs.
Despite strong bipartisan support for a repeal of the onerous excise tax on health benefits, its fate in the Senate remains unclear.
Many companies plan to continue or expand financial incentives over the next three to five years; however, the effects of such programs are largely unknown.
With companies still pressured by rising health benefits costs, they must actively engage in taking advantage of systemic changes in the health care market.
It may take awhile, but the recent mergers of health insurers and pharmacy benefits managers could meaningfully mitigate the costs of care.
The long-entrenched system of drug-manufacturer rebates has not adapted to changes in health-plan designs and labor-market trends.
Employers expect to cut way back next year on shifting health costs to their workers.
As core strategies for containing employee health-care costs diminish in effectiveness, companies need fresher approaches.
Save the good and revise the bad, says Brian Marcotte of the National Business Group on Health
Following this week's elections, CFOs are again in the dark about the outlook for the cost, delivery, and quality of company-sponsored health care.
Health benefits costs are forecast to climb 5% next year, thanks in part to fast-rising prices for specialty pharmaceuticals.
Innovative ways to engage employees offer hope for bringing health care spending under control.
