Category Archives: Employee Health

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.

How much is my drug copay?

How much is my drug copay

As a consumer or employer navigating the complex world of prescription medications, one of the most frustrating questions we hear is, “How much is my drug copay?”

It seems like it should be a simple answer, but in today’s rapidly changing pharmaceutical and insurance landscape, it’s becoming increasingly complicated. Let us share our experience and what our clients can learn.

Gone are the days when you could confidently walk into your local pharmacy knowing exactly what you’ll pay for a prescription. Now, It’s like a guessing game every time you need to refill a medication.

Why? Because drug prices can vary wildly depending on a multitude of factors:

  • The specific pharmacy you choose
  • The insurance plan’s current formulary and tiers
  • Whether the consumer is using a coupon or discount card
  • The time of year (Deductible)

New Players Shaking Things Up

Recently, we’ve noticed many new names entering the pharmacy landscape, disrupting Pharmacy Benefit Managers and ultimately bringing transparency to a largely untransparent industry:

Mark Cuban Cost Plus Drug Company

Skeptical at first – a celebrity starting a drug company? But what we are seeing is the single greatest disruption in health care from Mark Cuban: They buy medications directly from manufacturers and add a flat 15% markup plus a small pharmacist fee. They are breaking the model of distribution and delivery of drugs in the USA and bringing transparency in pricing that is leading to total dissolution of the middle men. For some of my prescriptions, it’s actually cheaper than my insurance copay!

GoodRx

This app has been a game-changer for many. The ability to compare prices at different pharmacies in your area and even get discount coupons is powerful There will be times paying cash by using GoodRx is cheaper than going through insurance. Who would have thought? Crazy, and counterintuitive but accurate.

Even with these new options, navigating insurance coverage can still feel like solving a Rubik’s cube blindfolded. Your copays can change based on:

  • Whether you’ve met your plan or RX deductible
  • If the drug is considered “preferred” on the plan and what tier it falls into
  • If you need prior authorization
  • Whether you are using a specialty pharmacy or where you purchase

What’s a consumer to do?

Here is how end users and employers can guide their employees about managing drug copays:

  1. Always ask questions: Don’t assume your copay is set in stone. Ask your pharmacist if there are cheaper alternatives or available discounts.
  2. Use technology: Apps like Good-Rx can be incredibly helpful in finding the best prices.
  3. Consider alternative sources: Look into options like Mark Cuban’s company, Amazon Pharmacy, Costco, or online pharmacies, but always verify their legitimacy first.
  4. Talk to your doctor: They might be able to prescribe a cheaper alternative or a generic version.
  5. Understand your insurance: It’s a pain but researching through and understanding your plan’s pharmacy benefits and formulary can save you money in the long run.
  6. Don’t be afraid to shop around: Different pharmacies can have vastly different prices for the same medication. And, your health plan may encourage use of a certain pharmacy

The Bottom Line

So, how much is your drug copay? The honest answer is: it depends. The pharmaceutical landscape is changing rapidly, and consumers need to stay informed and proactive. While it can be frustrating to navigate, these changes also bring opportunities for savings. By asking questions, using available tools, and being willing to explore new options, everyone can take control of their prescription costs.

Trend Spotter: Employers Are Prioritizing Holistic Well-Being

Many employers enhanced their mental health and well-being benefits during the COVID-19 pandemic and are expected to build on that in 2023. Americans struggled with mental health and substance misuse before the pandemic, but these struggles were exacerbated during the pandemic and persist today. Today we’re talking about what employers have been doing to ensure their team has the support they need to maintain their mental health and strike a good work/life balance.

Americans are struggling to maintain their mental health.

According to a recent survey by the Kaiser Family Foundation, mental health is a serious concern for the majority of American adults. The findings revealed that an alarming 90% of adults feel the nation is experiencing a mental health crisis. Furthermore, 1 in 5 adults rated their mental health as “only fair” or “poor.” Most adults cited stressors, including finances, politics and current events, relationships with family and friends, and work. There are also many barriers that prevent people from accessing mental health services including cost, scheduling (e.g., couldn’t get time off work) and the stigma associated with mental health.

Since the average American will spend 90,000 hours at work over their lifetime, employers are uniquely poised to help address or eliminate these hurdles.

Employee burnt out is at an all-time high and could affect retention.

Another critical component of employee well-being revolves around work-life balance. As remote and hybrid work arrangements become the norm workers’ lines between work and life remain blurred. This lack of clarity can cause employees to never feel they they can “switch off”, quickly leading to burn out. Organizations will need to take greater responsibility for workers’ burnout and actively seek ways to help avoid it. To address burnout and other well-being challenges, employers may consider offering or expanding their employee assistance programs, behavioral health anti-stigma campaigns, and training for recognizing employee and peer behavioral health issues. Many workers will be looking to their employers for guidance as well as the education and support they need.

A new framework to ensure optimal employee physical and mental wellness.

Here are the U.S. Surgeon General’s new five-part framework for employers. It outlines how the workplace can promote employee mental health and well-being:

1. Protection from harm.

Physical and psychological safety is critical for ensuring employees’ mental health and well-being.

2. Connection and community.

Positive social interactions and relationships in the workplace can support employee well-being.

3. Work-life harmony.

Work-life harmony involves employees incorporating work into the rest of their lives in a way that promotes happiness during and outside of the workday.

4. Mattering at work.

Employees want to know that the work they do matters and contributes to the success of the overall company.

5. Opportunities for growth.

Employees may be more optimistic about their abilities and contributions when there are more opportunities to achieve goals based on their growth.

Conclusion

All signs indicate that employee well-being will become a primary focus for employers in 2023. Many workers have experienced elevated stress, burnout, and poor mental health in the past few years. Having holistic benefits offerings can alleviate many of these issues. These benefits will make employees feel recognized, appreciated, and safe. When an employee is thriving, you can expect increased job performance, better stress management, and less chance of burnout. This year, successful organizations will lead with humanity as employee well-being continues to be challenged by social and economic pressures.

Need help implementing holistic benefits? Contact us at marketing@corpstrat.com.