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Employers continue to offer tools to help employees, and increasingly, their spouses and partners, better understand their health risks.
A recent Aon Hewitt survey found most companies (68%) offer health risk questionnaires (HRQs) and 57% offer biometric screenings such as cholesterol, blood pressure and blood glucose.
Recognizing the importance of these programs, many companies offer incentives to participate.
In fact, 84% of employers that offer HRQs provide incentives for completing them. Often, these incentives are monetary, like a reduction in medical premium cost, but they can also take the form of a reduction to your deductible so the plan starts paying benefits sooner.
“In order to manage rising health care costs, employers are increasingly turning toward strategies aimed at improving the overall health of their workers by encouraging behavior change and making them more accountable for the health decisions they make,” said Jim Winkler, chief innovation officer for health & benefits at Aon Hewitt. “Employees should expect to see incentive programs like in past years, but now, companies are moving past simply asking workers to participate—they want to see improved health results too.”
Aon Hewitt advises workers to take full advantage of all health and wellness programs available.
In addition to receiving incentives from your employer, you can benefit from longer-term savings by getting a good picture of your health and identifying and addressing any health risks as soon as you can.
Many employers make it convenient to complete these health improvement actions by offering worksite biometric testing and health evaluations, on-line HRQs, and follow-up so you can take steps to improve your health based on the information you learn.
CDHPs continue to rise in popularity as another way to encourage you to take an active part in managing your health care.
Employers typically pair CDHPs with either an HRA or an HSA. Employees can use one of these accounts to help pay for eligible out-of-pocket health care costs, controlling how and when they use these funds.
CDHPs may be available at a lower cost than other coverage.
However, it is also important to consider how much you will spend out of pocket – for example, before you meet your deductible. In the case of CDHPs offered with an HSA, the deductible may be higher than you have experienced in the past. Employees should also ensure they understand how the accounts – either HRA or HSA – work.
Key factors to keep in mind:
• HRAs: Review how much your employer will contribute as well as how unused funds are handled at the end of the year or if you terminate.
• HSA: Determine how much you will be able to contribute in 2013 – up to $3,250 ($6,450 if you have family coverage). If you will be age 55 or older in 2013, you can contribute an additional $1,000. These funds often grow over time by earning tax-free interest, and there is no “use it or lose it” rule, even if you leave your company. In some cases, employers make contributions that supplement money you contribute.
“While workers are more frequently enrolling in CDHPs with an HSA or HRA because they often pay less out of their paychecks, they find these plans and accounts confusing and hard to navigate, especially at the beginning,” said Joann Hall Swenson, partner and health engagement best practice leader at Aon Hewitt.
“However, employees also report that they are often willing to reenroll in CDHPs. As they become more familiar with these plans, they find that they like having a better sense of what their care and prescriptions actually cost and the ability to manage their costs more carefully. Many workers even report that they make smarter health decisions as a result of being in this type of plan.”
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