GRAHAM ADVISOR

MAKING THE MOST OF YOUR EMPLOYEE BENEFITS


JOHN BAXTER

Chief Financial Officer and Senior Vice President of Employee Benefits


Education.

Benefits packages represent a significant investment, up to 32% of an employee’s total compensation, according to the U.S. Bureau of Labor Statistics. To combat low employee engagement or poor benefits satisfaction, it’s critical to provide employee education throughout the year – not just during renewal – so they can understand all the great offerings available to them and easily access benefits when needed. That starts with a comprehensive explanation of benefits through a variety of channels, including virtual information sessions and digital communications, and continues with streamlined access to individual plan information. As part of our commitment to innovation, we partner with technology vendors to offer our clients a single dynamic hub that centralizes all benefits information, such as prescriptions, spending and 401(k) savings.

Price Transparency.

Employers should be aware of several components of new legislation, designed to help consumers find the most cost-effective care, that will take effect in January. Among other requirements, health care providers will need to publish prices for common services, insurance cards will need to list deductibles and out-of-pocket maximums, and employers will need to provide an advanced explanation of benefits and take responsibility for surprise out-of-network billing. These changes are significant but necessary, and Graham is already identifying technological solutions for clients to use as a way to help members easily utilize their exact plan benefits and shop for in-network services in advance of scheduling care.

Preventative Care.

As we continue to navigate the effects of COVID-19 and experience a rebounding demand for non-emergency care, tools to manage the physical and mental health of employees proactively and holistically remain a key priority for employers. Successful organizations must look at an employee’s whole health to maximize the investment in benefits and build a strong and productive culture. To identify and address emerging population risks, some organizations are pairing wearable devices or biometric screenings with nursing services to help employees collect and act on personal health data. Easy access to care, such as convenient telemedicine services, is also important to fill in gaps and provide prompt attention. And as the demand for mental health care continues to rise, organizations are including these services as part of their benefits plans in support of employee’s overall well-being. As always, our team continues to stay ahead of the latest employee benefits trends to ensure our clients are providing their employees with the tools and offerings to make the most of their benefits.

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