ContactInsights on preventive care, employee benefits, and the Health-to-Wealth™ revolution.
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The cost difference comes less from the health savings account (HSA) itself and more from the high-deductible health plan (HDHP) that an HSA requires....
For most self-insured employers, maternity and newborn care lands near the top of the annual claims report. It competes with musculoskeletal care, oncology,...
Most employer health cost strategies share a blind spot. They start after the claim exists. Reference-based pricing renegotiates that claim. Pharmacy...
Employers ask the same question every time a wellness vendor walks in the door: can we write off the program? The answer is yes. Accountants have deducted...
Employee assistance programs are among the least expensive benefits an employer can offer. A standard EAP contract typically costs between $12 and $40 per...
A high-performance provider network is a plan design tool, not a separate benefit. Employers and health plans use claims data, clinical quality measures,...
Most health engagement programs measure activity. They leave prevention unmeasured. A platform can report high monthly logins while the share of employees...
Employers that track where surgeries happen can cut their healthcare spend by thousands of dollars per case. The price difference between a procedure...
Employer healthcare costs vary more by geography than by industry. A 300-person trucking firm in Birmingham and a 300-person trucking firm in Seattle can...
Most employers that adopt reference-based pricing spend months preparing for provider balance bills. They negotiate hold-harmless language with repricing...
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