Infographic: Facing rising health care costs, U.S. employers focus on affordability and wellbeing

Panel 1: Combined medical and pharmacy benefit expense is expected to rise by 5.2% in 2022

2018 and 2019: 3.5% - trend after planned design changes, 4.4% - trend before planned design changes; 2019 and 2020: 2.1% - trend after plan design changes, 3% - trend before plan design changes; 2020 and 2021 (projected): 5.5% - trend after plan design changes, 6% - trend before planned design changes; 2021 and 2022 (projected): 5.2% - trend after plan design changes, 5.4% - trend before planned design changes

Average employer cost per employee: 2020 - $12,501; 2021 - $13,360 (expected). Average employee contributions for premiums: 2020 - $3,269, 2021 - $3,331 (expected).

Panel 2: Employers top priorities over the next two years: Achieve affordable and sustainable costs for organization (90%); achieve affordable health program costs for employees, especially lower-wage employees (86%); enhance employee well-being (85%); identify programs that support diversity equity and inclusion goals and social determinants of health (78%).

Panel 3: Taking action to address affordability and financial management issues

Contributions and premiums: Structure employee contributions based on pay levels or job grades (today – 22%, planning or considering^* – 8%). Use working spousal surcharges when additional employer coverage is available (today – 25%, planning or considering^* – 9%)

Network and provider strategies: Offer a narrow network of higherquality and/or lower-cost providers (today – 21%, planning or considering^* – 30%). Use centers of excellence within health plans (today – 48%, planning or considering^* – 23%). Offer access to concierge services with integrated care management programs (today – 31%, planning or considering^* – 25%). Offer coverage for tele-behavioral health services (today – 89%, planning or considering^* – 7%).

^*In next two years

Panel 4: Measures to improve the employee experience around health and wellbeing

45% integrate well being vendors into the overall employee experience, +37% planning or considering. 52% enhanced the enrollment experience, +34% planning or considering. 49% add more choices in all benefits, +23% planning or considering. 50% collect feedback of benefit preferences from employees +34% planning or considering.

^*In next two years

Panel 5: Next steps and considerations

What changes to benefits designs and employee cost sharing would improve the affordability of health programs for your workforce and specifically for lower-wage employees?

Are you leveraging network and provider strategies that offer employees access to high-quality, affordable care?

What steps are you taking to redesign wellbeing programs to have a meaningful impact on employees and their families?

Are you ready to take action to improve the employee experience by enhancing the enrollment experience, improving choice and better integrating wellbeing vendors?