Author Archives: CorpStrat News

Where are all the Health Insurers? Understanding the Lack of Competition in Health Insurance Markets

health insurance form

The health insurance landscape in the United States has undergone significant changes over the past decade. Since the implementation of the Affordable Care Act (ACA), many expected an influx of competition among health insurers, leading to better choices and lower costs for consumers.

However, the reality has been quite the opposite. The number of companies selling group health insurance has dwindled, raising concerns about the lack of competition in the market.

Dwindling Competition Post-ACA

When the ACA was enacted, one of its goals was to increase competition among insurers to drive down premiums and improve service quality. Initially, there was a surge of new entrants, including co-ops and smaller insurers aiming to capture a share of the market. However, over time, many of these new players exited the market due to financial losses, regulatory challenges, and inability to achieve the necessary scale.

Large insurers have consolidated their positions, often through mergers and acquisitions, leading to a market dominated by a few giants. This consolidation has reduced the number of competitors in many regions, limiting choices for employers and consumers alike.

The Need for Critical Mass Over Providers

Health insurers require a critical mass of enrollees to negotiate effectively with healthcare providers. The larger the insurer’s customer base, the more leverage it has to secure favorable rates from hospitals, doctors, and other providers. This critical mass is essential for:

  • Negotiating Discounts: Large insurers can demand steeper discounts on medical services due to the volume of patients they bring to providers.
  • Spreading Risk: A bigger pool of insured individuals allows insurers to spread the risk of high-cost claims, stabilizing premiums.
  • Administrative Efficiency: Economies of scale in administrative operations reduce overhead costs per enrollee.

Smaller insurers struggle to compete because they lack this negotiating power, making it difficult to offer competitive premiums.

How Contracts Leverage Discounts:

Contracts between insurers and providers are a cornerstone of the healthcare payment system. Insurers negotiate reimbursement rates for services, and these rates directly impact the premiums charged to consumers. Key aspects include:

  • Fee Schedules: Insurers set predetermined rates for various services, incentivizing providers to agree to lower costs in exchange for patient volume.
  • Value-Based Contracts: Increasingly, insurers are shifting towards contracts that reward providers for quality outcomes rather than the volume of services, aiming to reduce overall costs.
  • Network Formation: By creating preferred networks of providers willing to accept lower rates, insurers can steer patients to cost-effective care options.

The ability to secure favorable contracts is heavily influenced by the insurer’s market share, reinforcing the importance of critical mass.

The Role of Transparency in Revitalizing Competition:

Transparency in healthcare pricing and insurer operations can play a significant role in fostering competition without the need for government intervention. Here’s how:

  • Empowering Consumers: When consumers have clear information about the cost of services and the quality of providers, they can make informed decisions, encouraging insurers to offer better value.
  • Encouraging New Entrants: Transparency reduces barriers to entry for new insurers by leveling the playing field and exposing opportunities in underserved markets.
  • Regulating Indirectly: Public disclosure of pricing and contract terms can discourage anti-competitive practices and promote fairer negotiations between insurers and providers.

Several initiatives aim to increase transparency, such as the Transparency in Coverage Rule, which requires insurers to disclose pricing information. While still in the early stages, these efforts have the potential to stimulate competition and reduce costs.

Moving Forward Without Government Intervention:

To address the lack of competition among health insurers, stakeholders can consider the following strategies:

  • Promoting Transparency Tools: Develop platforms and resources that provide clear pricing and quality information to consumers and employers.
  • Supporting Small Insurers: Encourage partnerships and alliances among smaller insurers to achieve the necessary scale for competitive contracting.
  • Innovative Contracting Models: Adopt alternative payment models that focus on value and outcomes, making it feasible for smaller insurers to compete.

By focusing on market-driven solutions that enhance transparency and consumer empowerment, it’s possible to reinvigorate competition in the health insurance industry without additional government mandates.

The consolidation of health insurers and the resulting lack of competition is a complex issue rooted in the dynamics of market share and negotiating power. While the ACA aimed to increase competition, the opposite has occurred in many areas.

However, by leveraging transparency and supporting innovative market solutions, there is potential to revitalize competition, leading to better options and prices for consumers.

Special Open Enrollment: A Key Opportunity for Small Businesses Facing Coverage Challenges

As a small business, you’re likely familiar with the challenges of meeting health insurance contribution and participation requirements. Fortunately, there’s a crucial solution available annually—the Special Open Enrollment (SOE) Window. This period, mandated by the Affordable Care Act (ACA), allows Small Group employers to offer medical coverage to employees without needing to meet the usual contribution or participation thresholds. It’s an opportunity that can ease the burden for businesses that may otherwise struggle to meet these requirements.

What Is the SOE Window?

Each year, from November 15 to December 15, the ACA opens a one-month Special Open Enrollment (SOE) Window for Small Group medical plans. During this time, employers can provide group medical insurance to their employees without adhering to the standard contribution or participation minimums. Any group coverage secured during this window will become effective on January 1, giving employees the start of the new year with medical coverage in place.

Guaranteed Issue and Waived Requirements

Under the ACA’s guaranteed issue provision, health insurers must accept any eligible small employer or individual who applies for coverage, provided they are within the plan’s service area. However, meeting coverage requirements outside the SOE period can be challenging for many small employers. In states like California, for instance, health carriers typically require a minimum of 50-70% of employees to enroll. On top of this, they often stipulate that employers contribute a set percentage toward the premiums.
The SOE Window helps small businesses circumvent these restrictions, enabling them to provide essential health benefits without the usual participation or contribution conditions. This flexibility is especially beneficial to businesses whose employees may opt out of coverage due to financial reasons or other preferences.

Why Is SOE Important for Small Businesses?

Many small businesses, despite offering reasonable or even generous contributions, encounter obstacles due to the federal ACA Individual Mandate penalty being reduced to $0 in 2019, which lessened the incentive for employees to secure health coverage. While California introduced its own individual mandate in 2020 to encourage residents to obtain insurance, financial constraints or lack of interest may still impact participation rates. The SOE Window gives these employers an additional option to enroll their workforce, reducing the likelihood of coverage being denied due to unmet requirements.

Important Deadlines and Guidelines

While the SOE period allows for waived participation and contribution requirements, it’s crucial to keep in mind that all other underwriting guidelines still apply. Deadlines are tight, so it’s essential to work closely with your benefits provider to meet all submission requirements within the SOE Window.
Our team at CorpStrat is here to guide you through this special enrollment period and provide you with resources tailored to help your small business benefit fully from this opportunity. If you’re interested in learning more about how SOE can work for you, or if you have any questions, please don’t hesitate to reach out!

Balancing Benefits and Wages: How Rising Healthcare Costs Impact Small Business Strategies

pharmacist workingWith healthcare costs climbing, small business owners are navigating difficult choices between competitive wages and sustainable benefits plans.

In today’s challenging business environment, healthcare costs are becoming an increasingly difficult hurdle for small business owners. A recent study, the *2024 “Pulse of the Purchaser” survey* by the National Alliance of Healthcare Purchaser Coalitions, highlights how the rising costs of healthcare are affecting employers’ ability to offer wage increases, and this impact is especially significant for small businesses. As you work to build competitive employee benefits plans, it’s crucial to weigh the tough decisions you may face regarding costs, salaries, and overall business sustainability.

The study revealed that a staggering 74% of employers feel healthcare costs directly force trade-offs with wage or salary increases. For small businesses already working with limited budgets, this can lead to difficult choices: how to keep benefits attractive without compromising on wages that retain skilled employees.

Here’s a closer look at what’s driving healthcare costs:

Prescription Drug Prices: According to the survey, 99% of employers view rising drug costs as a significant threat to affordability. For small businesses, adjusting formularies to include more affordable, generic options or leveraging biosimilars can help offset these costs. Additionally, transparent pharmacy benefit managers (PBMs) may provide small businesses with more control over costs by offering clear contracting and pricing.

High-Cost Claims and Hospital Expenses: High-cost claims are another significant concern, with 84% of employers noting their impact. Options like enhanced screening programs and promoting early detection can help reduce high-cost claims in the long term. For small businesses, partnering with healthcare provider networks that emphasize preventive care or offering managed disease programs through their insurer can help mitigate risks associated with high-cost claims.

With 72% of the survey’s employers indirectly tied to the “big three” PBMs—CVS Caremark, Express Scripts, or Optum Rx—through their fully self insured plans, its hard for them directly to impact the delivery of prescriptions. This year we are seeing a significant disruption in the ways that insurance plans are distributing drugs, with the Amazon Blue Shield collaboration as a prime example of the changes in RX delivery.

Unfortunately, there are few tools that small employers can use to directly impact the actual claims. Large carrier network reimbursements are key to driving down costs and ultimately premiums.

For small businesses in Los Angeles, the balance between providing competitive compensation and sustainable healthcare benefits can be critical for long-term success. According to the survey, rising costs in healthcare have made benefits not just a financial issue but a “survival” issue for businesses. Exploring flexible benefits options and building sustainable health and wellness programs are two impactful strategies for supporting your team without overextending your budget.

In navigating these challenges, working closely with a your CorpStrat benefits advisor can also make a significant difference. By helping you identify practical solutions to control healthcare costs, they can be a valuable partner in balancing cost control with your business’s retention and recruitment goals.

With the right strategies, small businesses can continue to thrive by providing meaningful benefits that support their employees’ well-being, while managing costs effectively.

Prepare for Success: A Year-End Guide to Estate Planning, Insurance, Financial Organization, & Cleanups

two colleagues meeting and planning

As the year is quickly coming to a close, it’s the perfect time to reflect on your business and personal financial goals and set the stage for a successful 2025. Year-end planning is crucial not only for assessing the progress you’ve made, but also for taking steps to ensure that next year starts off on the right foot.

A well-thought-out strategy that includes estate planning, insurance reviews, and financial assessments can help you streamline your affairs and create a solid financial foundation for the future.

Estate Planning

One of the first areas to address is your estate planning. If you haven’t already reviewed make sure your will, trust, and other estate documents are up to date. This ensures that your assets will be distributed according to your wishes and that you’ve designated trusted individuals to manage your affairs in the event of an emergency. It’s a good time to meet with your estate planning attorney to review any changes in your family or financial situation and make sure your estate plan reflects your current wishes.

Insurance Coverage

Next, review your insurance coverages. This includes life insurance, health insurance, long-term care, and business policies. Make sure they align with both your personal and business goals. As your business grows, so do your insurance needs. Evaluate whether your current coverage is sufficient for protecting your assets, employees, and loved ones. Year-end is the ideal time to meet with your insurance advisors to ensure that you are well-positioned for the coming year.

Financial Organization

Finally, take a broader view of your business and financial health: Organize all your financial documents, revisit your budget, and assess your investments. Meet with your financial advisor to ensure you’re on track for retirement, and take this time to clean up any loose ends in your business. This could include addressing outstanding debts, reviewing contracts, or reassessing your business operations for efficiency. By doing this, you’ll enter 2025 with a clear vision of your financial goals and a solid plan to achieve them. Set your goals high!!!

In summary, year-end planning is an opportunity to make progress on your 2024 goals while ensuring your affairs are in order. Taking the time to meet with your estate planner, insurance advisor, and financial advisor now will allow you to start the new year with confidence and a renewed focus on growth and stability.

Reach out to us at #CorpStrat for a referral to a professional if you don’t have one.

Why Long-Term Care Insurance is the Employee Benefit You’re Probably Overlooking

LTC Care

As an employer, you’re likely offering a range of benefits to attract and retain top talent: health insurance, retirement plans, and perhaps some voluntary perks.

But there’s one critical benefit that many employers are overlooking: long-term care insurance (LTC). This relatively new offering can be a game-changer, not just for your employees but also for your business.

What is Long-Term Care Insurance?

Long-term care insurance provides financial support for individuals who need assistance with daily living activities due to aging, chronic illness, or disability. It covers care received at home, in assisted living facilities, or nursing homes, which are not typically covered by regular health insurance or Medicare.

Why Should You Offer It?

1. Growing Demand
As life expectancy increases, so does the need for long-term care. Yet, few people are prepared for the significant costs associated with it. Offering LTC insurance addresses a growing concern among employees, especially those with aging parents or their own health considerations.

2. Voluntary or Employer-Sponsored Options
This product is flexible. It can be offered as a voluntary benefit, allowing employees to opt in if they choose. Alternatively, you can sponsor the plan fully or partially for a select class of employees, giving you control over the costs while enhancing your benefits package.

3. Guaranteed Acceptance
One of the most appealing aspects for employees with health concerns is that long-term care insurance may offer guaranteed acceptance. This means that even if an individual has pre-existing health conditions, they can still obtain coverage, which is often not the case with individual policies.

Offering long-term care insurance not only provides financial protection for your employees but also enhances your company’s benefits package, helping you stand out in the competitive job market. By adding LTC to your benefits suite, you’re showing your employees that you care about their long-term well-being—not just their immediate health.

If you’re not offering this benefit yet, now is the time to consider it. Reach out to us at CorpStrat to explore how employer sponsored long-term care insurance can fit into your overall employee benefits strategy.