As HSAs and other CDH options become increasingly central to the fabric of HR and benefits administration, overall healthcare spending for companies and consumers could potentially be lowered. The catch? These plans can’t cut costs for anyone unless employees actually use them.
Consumer-directed healthcare (CDH) plans have become a popular option for employers of all sizes. In fact, no fewer than nine out of ten employers offered at least one CDH plan to their employees in 2018 and 40% offered a CDH plan as their only coverage option in 2018—a 5% increase over 2017 (35%).
Consumers are adapting to the added financial responsibility: Contributions to health savings accounts—a component of most CDH plans—jumped from $25.5 billion in 2016 to $27.6 billion last year. Further, 63% of all HSA dollars contributed in 2017 came from an employee with employer-associated HSA.
Mobile capabilities are key to any effort to encourage adoption of CDH plans. By embracing solutions that empower employees to enjoy their healthcare benefits with a high degree of mobile access, speed, and customization, companies can earn new advantages in satisfaction and retention.