Why Employers are Looking Beyond Traditional Group Plans

Transforming Employer-Sponsored Health Insurance: Moving Beyond Traditional Group Plans With ICHRA

With the ongoing limitations and challenges inherent in traditional group plans, employer-sponsored health insurance is evolving rapidly. Employers are looking for more flexible, cost-effective, and employee-friendly solutions. Individual Coverage Health Reimbursement Arrangements (ICHRA) has quickly, and continues to, emerge as a viable alternative.

An Alternative for Employer-Sponsored Health Insurance

Employer-sponsored health insurance has long been a cornerstone of the healthcare system. According to the Kaiser Family Foundation, in 2021, 55.1% of the non-elderly population had employer-sponsored health insurance, showcasing the importance of the self-insured employer-sponsored market. A key focus area for ICHRA solutions.

The total addressable market (TAM) for the self-insured employer-sponsored market is substantial. A report by MarketsandMarkets estimates the global self-insured employer-sponsored health insurance market to be valued at $1.1 trillion in 2022 and projected to reach $1.4 trillion by 2027, growing at a CAGR of 5.1%. There is a significant opportunity for ICHRA solutions to address the needs of large organizations that are self-insured.

Rising Costs and Administrative Challenges

The financial burden of employer-sponsored health insurance has been escalating. Between 2011 and 2021, the average family premiums for both small and large groups has increased by 24% and 22%, respectively. In small organizations, the average family premium increased from $14,098 to $21,804. In large organizations, it rose from $15,520 to $22,389.

Top benefit administration companies such as Aon, Mercer, and Willis Towers Watson had difficulties managing benefits for their clients. Challenges included:

• Managing diverse teams and departments lead to coordination difficulties and operational inefficiencies.
• Employee turnover exacerbated recruitment costs and increased the workload for HR teams.
• Navigating the Affordable Care Act’s (ACA) complex regulations became increasingly difficult as companies expanded and moved between different compliance tiers.
• Maintaining robust compliance features and integrating benefit administration software with external systems and providers was critical.
• Acquiring and implementing benefit administration software was expensive for some organizations.

ICHRA is a Game Changer

ICHRA creates a flexible alternative, allowing large employers to allocate funds for employees to purchase their own insurance, giving their employees the freedom to choose plans that best suit their health needs. This healthcare model not only streamlines the administrative burden typically associated with traditional health benefits but also enhances employee satisfaction and retention by providing beneficial healthcare options.

• Cost Control and Predictability – ICHRA allows companies to define their spending on healthcare benefits, offering predictable costs and helping to manage the bottom line more effectively.
• Employee Empowerment and Satisfaction – Employees appreciate the ability to tailor their health coverage to their specific needs, which can lead to higher job satisfaction and loyalty.
• Simplified Benefits Administration – ICHRA reduces the complexity of managing health benefits, freeing up resources and administrative bandwidth that can be redirected towards core business activities.

Real-World Success Stories

The rise of employer-sponsored health insurance and the significant TAM of the self-insured employer-sponsored market has created an opportunity for ICHRA solutions. Leading benefit administration companies such as Aon, Mercer, and Willis Towers Watson have recognized the potential of ICHRA and are actively involved in the market, providing consulting services, technology solutions, and administrative support to help employers navigate the ICHRA landscape and implement effective strategies.

• Aon: Developed an ICHRA solution that helps employers design and administer their ICHRA plans, including providing guidance on compliance, communication, and employee engagement.
• Mercer: Actively promotes ICHRA solutions, highlighting the benefits of increased flexibility, cost control, and employee choice.
• Willis Towers Watson: Works with employers to implement ICHRA solutions, leveraging their expertise in benefits administration and data analytics.

The Future of Employee Health Benefits

ICHRA is more than just a health insurance solution. It’s becoming strategic tool that addresses the many challenges large employers face. It offers flexibility and cost control, simplifying health benefits administration while aligning with the diverse needs of a global workforce. Embracing ICHRA through W3LL can transform your approach to employee health benefits, making your organization a more adaptable, employee-centered place to work.

Explore ICHRA’s Full Potential with W3LL

At W3LL , our experts are ready to assist your company in exploring how ICHRA can transform your approach to employee health benefits. By partnering with us, you gain access to comprehensive support and guidance that will help you maximize the advantages of ICHRA, ensuring your health benefits strategy is robust, compliant, and aligned with your corporate goals. Reach out today to start your journey towards a more adaptable and employee-centered healthcare solution.

SOURCES:

• KAISER FAMILY FOUNDATION: HEALTH INSURANCE COVERAGE OF THE TOTAL POPULATION
• MARKETSANDMARKETS: SELF-INSURED HEALTH INSURANCE MARKET
• KAISER FAMILY FOUNDATION: EMPLOYER HEALTH BENEFITS 2021 ANNUAL SURVEY
• AON: INDIVIDUAL COVERAGE HEALTH REIMBURSEMENT ARRANGEMENTS (ICHRA)
• MERCER: HEALTH & BENEFITS
• WILLIS TOWERS WATSON: HEALTH & BENEFITS SOLUTIONS