【調査】これがベネフィットの6つのトレンドだ

1. 従業員の保険費用負担が重くなっている。

40%以上の企業でDeductible, Co-pay, Out of Pocket Max等の自己負担分の
額が増えている。

2.健康促進のインセンティブを多用
禁煙プログラム、ダイエットプログラム、フィットネスプログラム、健康診断の
ギフトカード、現金による支援、割引等で健康促進を支援。

3.CDHP
Deductibleが高いプランで、HASのような非課税の医療費用の口座開設と合わせた
Consumer-directed health plans (CDHPs)が増えている。

4.医療保険のプラン統合
プランを統合してオファーする内容を絞り込んでいる。

5.処方箋のベネフィット　CDHP化
処方箋のベネフィットもCDHP化が進んでいる。
また、薬のCo-Payをゼロにして、薬を飲むことで、
入院するような重病になるのを防ぐためのプランとして設計をしている企業もある。

6.家族へのカバーを減らす
企業はベネフィットの家族分のカバーを減らしてコストダウンを図っている。
一方で働いていて他の企業でも保険に加入できる家族には高くチャージしている
企業もある。カバレッジに該当しない家族を除いていく努力されている。

●Higher out-of-pocket costs. More than four in 10 employers in a recent Watson Wyatt survey said they will raise deductibles, copayments, and out-of-pocket maximums.

●Greater use of incentives to stay healthy. Employers are offering workers (and, in some cases, spouses) more incentives like gift cards, cash, and discounted premiums for undergoing a health risk assessment or participating in smoking cessation, weight management, or fitness programs.

●Consumer-directed health plans (CDHPs). More employers will offer CDHPs next year. Those employers adopting new plans are generally adding a high-deductible plan, often with a health savings account. Most employers adding these plans will offer them as an option to workers rather than replacing their traditional health plans.

●Consolidation of health plan offerings. Some employers plan to reduce the number of health plan options they offer to workers.

●Prescription drug benefits. Some workers will see changes to their prescription drug benefits in 2010. As part of an overall movement to CDHPs, a number of employers are introducing a CDHP prescription drug benefit option that typically offers workers 100 percent coverage on a list of preventive medications. Other companies are introducing value-based designs that include zero copays on certain prescription drug therapies that are known to help lower health costs and reduce hospitalizations.

●Closer eye on spousal and dependent coverage. Employers are increasingly revisiting spousal and dependent coverage in their efforts to control rising costs. Some employers are requiring spouses to complete health risk assessments, while others are charging higher premiums for working spouses who have access to other healthcare coverage. More employers are also expected to audit their workers to eliminate dependents who are not eligible for coverage.