The Covid-19 pandemic has changed various aspects of how many Americans earn a living, ushering in an era of remote working and virtual team meetings. Some of these changes will likely be evident for years to come, even as we learn to live with the persistent spread of Covid-19.
While encouraging a healthier workforce has long been a priority for employers, the pandemic has sparked a renewed focus on workers’ health, especially because medical care ranks as employers’ second largest expense (behind salaries). Encouraging a healthier workforce may be vital to helping reduce absenteeism and presenteeism, both of which may sap productivity and make an employer less competitive. Complicating matters is an evolving workforce with new priorities for benefits and work-life balance, plus a changing regulatory landscape with new requirements at the state and federal levels.
While employees are using their 2022 benefits, employers in New Hampshire and nationwide are making health benefit decisions for 2023. Here are four strategies to consider to help meet the health care needs of employees now and in the future:
Address social determinants
Employers have historically focused on improving access to medical care for employees, but social determinants of health, such as housing, access to nutritious food and lack of transportation, influence up to 80% of a person’s health.
With that in mind, some employers are investing in programs to address social determinants of health, seeking to help resolve life factors that may affect overall well-being. Such efforts can connect employees to low- or no-cost community resources, which may enable people to save on utility bills, prescription drug expenses and even home repair costs; access low-cost, easy-to-use transportation to medical appointments; and find local support groups for issues such as depression or anxiety.
Other strategies to consider include offering monthly food debit cards or on-site food pantries; providing money for employees’ gas or house heating bills; or adding a child care option to enable parents to make time for preventive screenings.
Expand access to virtual care and remote-patient monitoring
Most large employers offer some type of virtual care benefit, so it may be helpful to expand coverage for these types of visits and enhance employee awareness of this technology. Company and HR leaders should continue to evaluate the virtual care options available to employees through their health plan, local care providers or other virtual service providers. Some options give employees convenient, 24/7 access to virtual visits that may provide medical advice for a variety of health issues, including allergies, Covid-19, rashes or seasonal flu.
For employees with specific health conditions, such as type 2 diabetes, new remote-patient monitoring resources may offer access to potentially helpful technologies, including continuous glucose monitors, activity trackers and personalized coaching.
By providing employees with technology that may offer realtime data to help customize care, employers can support better health outcomes, reduce out-of-pocket employee costs and lower the total cost of care.
Address back pain and other musculoskeletal issues
Covid-19 triggered an unprecedented move to remote work, with approximately 45 percent of Americans now telecommuting either all or part of the time. According to a recent study, more time sitting and, in some cases working from makeshift desks or even a spot on a sofa or bed, has led to a spike in the prevalence of back pain.
In fact, an estimated 50 percent of U.S. adults are affected by so-called musculoskeletal conditions, with associated treatments for these issues accounting for 10 percent of annual medical expenses. To help address the issue, some employers are selecting benefit plans that include coverage for physical therapy, chiropractic care and acupuncture, which are among the recommended initial therapies for back pain.
To make access even more convenient, new virtual physical therapy options have emerged. For instance, some UnitedHealthcare members may have access to virtual physical therapy, which uses the Kaia Health app to provide 24/7 access to on-demand physical therapy exercises and personalized feedback supported by artificial intelligence to ensure movements are done correctly.
Integrate medical and specialty benefits
Many employees may value specialty benefits, such as vision, dental, hearing and disability plans, and employers can offer them with little or no additional cost.
A recent UnitedHealthcare survey found that 84 percent of employees said vision and dental benefits are “important.” With growing evidence of a link between overall health and oral, eye and hearing health, and disability and absence care, including in connection to various chronic medical conditions, offering specialty benefits may help promote whole-person health for employees.
Similar to bundled home services like TV, internet and phone packages, some healthcare companies enable employers to integrate medical benefits with specialty plans. These bundled benefit programs may allow employers to save on medical plan premiums, while simplifying the administrative process with a single invoice for payment and website login for employees.
Rather than medical, dental, vision and financial coverages being administered on different platforms, a bundled approach may enable employers to save time and money, which may help improve health outcomes for employees.
Employers are in a unique position to help improve the health and well-being of employees. By considering these emerging health benefit trends, employers may help support the well-being of employees amid Covid-19 and as the pandemic wanes.
Tim Archer is CEO for UnitedHealthcare’s commercial operations in New England, where he and his team work to provide access to quality, cost-effective healthcare benefits and services for employers of all sizes.
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TIM ARCHER
CEO, UnitedHealthcare New England
14 CENTRAL PARK DR.
HOOKSETT, NH
866-764-7735
