Nearly all companies continue to offer a full range of health and welfare benefits to their employees, with PPO (Preferred Provider Organization) plans being the most common plans offered year after year. The plan type with the most significant growth trend is HDHPs with HSAs, which continue to gain popularity with employers. The demand for digital point solutions continues to expand beyond primary care, with behavioral health offerings now offered by nearly half of companies.
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Companies are continuing to bear the vast majority of the cost of healthcare, especially for employee-only coverage. Contribution levels vary by plan type and company size, but HDHPs with HSAs are consistently covered at 100% for employees, likely due to the associated employer savings when employees choose these plans.
Properly designing medical, dental, and vision plans can be complex. Depending on the plan type, companies opt for different amounts for deductibles, copays, and out-of-pocket maximums. Our data has revealed the most popular ways companies are designing their plans. Explore the most common plan designs for medical, dental, and vision below.
As companies grow to over 500 employees, we start to see a shift towards self funding of healthcare and income protection benefit programs. Why do some companies make the switch from fully insured programs? Many report that it’s due to financial savings and flexibility.
Specialized Care Benefits
Offering additional benefit provisions and programs has become increasingly important for companies to attract and retain talent. While a majority of all companies offer telemedecine and chiropractic coverage, large companies are much more likely to offer specialized acupuncture, Transgender-inclusive, and advanced fertility benefits.
Insights from this report represent data collected from Sequoia’s 2022 Dataforest DEI survey, and anonymized information and trends from our database. Dataforest is refreshed periodically with updates from new survey submissions.
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