An apparent failing of the Affordable Care Act is its focus on one part of the health care issue (access) while ignoring another part (demand), thereby worsening another part (cost).
Employer-sponsored wellness programs appear to address those other parts. The basic theory is this:
- Most health care claims relate to chronic conditions that are avoidable through proper nutrition, exercise and early prevention
- An employer’s investment in employees’ health addresses those chronic conditions
- Eventually, a wellness program’s benefits (financial and otherwise) far outweighs its cost
Here are some things we are seeing in the wellness space:
- Paying for lack of health. A recent Towers Watson study showed that 19 percent of employers penalize employees on health plan premiums for unhealthy behaviors (e.g., smoking), twice the number of two years ago. HIPAA nondiscrimination rules impose some restrictions on standard-based premium surcharges.
- Putting money where mouth is. An Incentive Research Foundation survey found that offering financial incentives increases participation rates from about 20 to 60 percent.
- Helping employees help themselves. An Aon Hewitt report showed that 60 percent of employees believe their employer is only moderately to not supportive when it comes to getting healthy. They want a customized and convenient improvement plan.
So what does workplace wellness look like? Click Here to read more!
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