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Investing in Employee Benefits Education is Beneficial to Both Employees and Employers

January 30 | 2 mins

Benefits education and direct primary care not only lower costs for self-funded groups but can result in a healthier workforce, more thoughtful benefits utilization, and improved retention. When employers actively encourage their employees to prioritize their health, they also foster a culture based on healthy living. This encouragement can result in better health outcomes for their employees and motivation to take ownership of their health.

By understanding their benefits and how to access them, employees are more likely to utilize them correctly. For example, an employee who doesn’t understand their coverage may delay medical care, resulting in an expensive serious illness. To empower employees, brokers can add navigation and advocacy services to a self-funded plan to guide employees through their coverages and memberships to help them select the proper care. The combination of benefits education and navigation services can lead to thoughtful utilization and prevention of unnecessary urgent care and emergency room visits, which in turn shields the claims reserve from unnecessary claims.

In addition to lower health costs, well-executed employee health programs can boost recruitment and retention efforts. A MetLife study found that 51 percent of employees who feel that their health is holistically considered were more likely to stay at their current organizations for at least one more year and would recommend their current company as a good place to work.

Further enhance cost savings with direct primary care

Employees are empowered to make meaningful lifestyle changes by providing health and benefits education, which creates a domino effect that positively impacts costs, morale, recruitment, and retention. These results are enhanced when combined with additional services focused on preventative care, early detection, and chronic disease management — like direct primary care. Employees with unlimited access to primary care for an affordable monthly membership fee are more likely to establish care with a primary care physician. This affordable access encourages employees to take an active role in their health and manage preventable conditions before they manifest into something more serious. Employers also benefit from this arrangement, as their claims reserve is protected from the services provided within the DPC ecosystem.

A hybrid DPC solution that benefits all

With Healthcare2U’s DPC membership, members have unlimited nationwide access to affordable primary and urgent care, virtually or in-office, unlimited treatment and management of chronic diseases, and round-the-clock telehealth. Navigation and advocacy are also built into the membership, ensuring that members always have a bilingual certified medical professional to guide them through their benefits, care options, and appointments. This combination of benefits diverts primary, urgent, and early-stage chronic care away from the self-funded plan, allowing employers to reserve those funds for more costly claims. Employers also save on their stop-loss insurance.

Healthcare2U can be implemented in organizations of all sizes and structures at any time during the plan year. If you’d like more information about helping self-funded clients implement a direct primary care solution, contact Healthcare2U today.

Investing in Employee Benefits Education is Beneficial to Both Employees and Employers

Further enhance cost savings with direct primary care

A hybrid DPC solution that benefits all

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