Which is more effective in changing consumer health behavior – a CDHP or traditional plan? How does each affect health outcomes and cost? We've spoken to many employers, of all sizes, and this is one of their main inquiries.
Through our research of large employers, we've found that a HRA delivers demonstrated savings over traditional PPO plans – with those enrolled in the CDHP being 12 - 20 percent healthier than their peers in traditional plans.
With our flexible plan designs and affordable cost options, the HRA maximizes the value of your health care dollars, all while encouraging your employees to become more engaged in managing health care spending
As the employer:
HRA lets your employees:
In addition to a broad array of tools, knowledge and support, we proactively reach out to employees with valuable, personalized information. Our focused communications include:
HRA plans help maximize the value of your health care dollar because they recognize the crucial fact that members who are required to "manage their own accounting" for health care services are likely to manage it more effectively.
But HRA plans are also user-friendly in ways that others often aren't. Members can see any network doctor without a referral and have access to a rich array of tools and resources designed to support healthier lifestyles. Plus, preventive care is covered up to 100%.
Employers and Employees will find that the HRA places a greater emphasis on personal responsibility and more informed decision making. Employees are in control with access to personalized health care plus decision support tools that help them use health care wisely.
Employees then use their HRA to pay for their health care expenses, including deductibles and coinsurance. Unused HRA funds can be carried over to the following plan year.