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Mercer

Raise your hand if you’ve recently had a thoroughly positive conversation about healthcare in America, like one where people were smiling and talking about how great it is. No one mentioned the soaring costs, 3-minute doctor visits, confusing bills, or any other negative experience.

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This post is part of our “Driving Transformation” series, in which Mercer consultants share key take-aways for employers from the 2016 Oliver Wyman Health Innovation Summit, a recent conference hosted by Mercer’s sibling firm, management consultant Oliver Wyman.  

 

A session focused on the power and promise of genomics was of particular interest to employers at the conference. Industry leaders discussed how genetic testing has now passed the price-vs.-utility intersection, making genetic assessments a potentially powerful tool to better identify health risks and target treatment for particular conditions. 

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This post is part of our “Driving Transformation” series, in which Mercer consultants share key take-aways for employers from the 2016 Oliver Wyman Health Innovation Summit, a recent conference hosted by Mercer’s sibling firm, management consultant Oliver Wyman.  

 

Prepared or not, a new healthcare market is emerging. Every stakeholder group operating in the healthcare ecosystem is changing. We’re seeing the simultaneous consolidation and fragmentation of carriers and providers, continuous introduction of tech start-ups bringing entirely new design mind-sets, and tumultuous evolution of the public exchange. Employers, who play the pivotal role of providing coverage for more than 60% of all those insured in the US today, are adopting new, aggressive strategies to shape the rules of the road in the new healthcare landscape.

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Here’s an employee advocating for her own health: Before a medical appointment, she checks her health insurance to make sure the visit is covered. During the visit, she takes notes. Before the doctor writes the prescription, she asks, “Are there any generics?”

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When employers are working on strategies to manage health benefit cost, behavioral health benefits aren’t often top of mind. After all, only about 4% of claims are related to treatment for behavioral health problems.  But what’s missing from that picture are claims for comorbid conditions – other health problems that go along with the mental illness or behavioral health issues.  According to one analysis, together these account for 22% of total medical spend. [1]

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In late May, Martin Senn, the former CEO of Zurich Insurance Group, took his own life just months after leaving the company. Only three years earlier, the company's former CFO, Pierre Wauthier, also committed suicide, and not long after that, so did Swisscom CEO Carsten Schloter.

 

 

 

 

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Mercer’s Washington Resource Group recently released our top 10 compliance priorities for 2017 health benefit planning. There aren’t any surprises on this list. In fact, we’ve recently blogged about many of them. Employee Benefit News created a slide show on our Top 10 and here is a list of related posts and podcasts if you want to take a deeper dive into a topic. 

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The thinking on financial wellness has evolved a lot in the last few years. It’s no longer just about planning for retirement—it’s about how to make progress towards goals and reach financial independence. In a diverse employee population, people are in different life stages and have different mindsets, which affect their financial concerns. Here are five tangible ideas to start a conversation about financial health in your workplace to bring about positive change.

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The latest and top iPhone App – Pokémon Go – has some unexpected health benefits. The new app from Nintendo (that’s right, the makers of Wii and Wii Fit) requires users to walk around outside and capture the Pokémon around them. The app has users walking, running, and jumping through their neighborhoods to capture the Pokémon. Check out the description in this Mobi Health News article. Perhaps this app will inspire your next workplace wellness challenge.

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I was interested to read about a Harris poll on millennials’ savings priorities. The good news is that they are saving – in fact, they are saving more than their Gen X counterparts. The not-so-good news is that they have a lot of priorities that come before saving for retirement – and they’re hoping to retire, on average, at a youthful age 62! Just another nudge for employers to step up communications encouraging optimal use of all the employer-sponsored benefits and provide tools to support effective financial planning. We’re not talking about adding new benefits – just better packaging and communications for higher employee engagement and appreciation.

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Employee well-being programs have become a mainstay in employers’ overall benefit offerings. Most large employers offer programs designed to support health and well-being, and each year our National Survey of Employer-Sponsored Health Plans finds that more are contracting optional and niche services from health plans or specialty vendors, as opposed to offering just their plan’s standard services or in-house initiatives (48% did so  in 2015, up from 30% in 2012). That’s why we were surprised to see a recent Wall Street Journal article suggesting that employers may be taking a step back from wellness programs. The article pointed to SHRM’s 2016 Employee Benefits Survey, which found that certain wellness program elements have decreased in prevalence, notably onsite seasonal flu vaccinations and 24-hour nurse lines. But although certain services are being offered less, the study reports that more employers are increasing wellness offerings (45%) than decreasing them (19%). It also highlights that employers are becoming more strategic in their program offerings; if employers are taking a ‘step back’, they’re doing so to take stock of their current offerings and evaluate what works best for their workforce.

 

Other developments in the health care ecosystem may account for changes in wellness program offerings. As access to retail health clinics continues to expand, making flu shots easier and cheaper to obtain than with a primary care physician, some employers may pull back on this offering and dedicate those budget dollars to other well-being resources. And our survey found sharp growth in offerings of telemedicine in 2015 (from 18% to 30% of large employers) and advocacy services (from 52% to 56%), both of which may be taking the place of some previously offered 24-hour nurse lines.

 

Employee well-being programs will continue to evolve as employers assess their offerings, whether based on participation levels, employee surveys or ROI analysis. Health care market developments and innovations that arise will also impact well-being offerings, but it’s clear that these programs have become an essential part of the American workplace and are here to stay. There was lot of buzz earlier this year over a study published in JOEM (which we’ve written about here) linking robust health and well-being programs with better stock performance – perhaps because the findings resonated with many sponsors of high-performing programs who have been hoping for a better way to measure the value of their investments in employee health.

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Model ADA notice for wellness programs posted

The Equal Employment Opportunity Commission (EEOC) has posted a sample notice for employer-sponsored wellness programs that must comply with recently issued Americans with Disabilities Act (ADA) regulations. An accompanying set of Q&As explains who must provide the notice, what formats are acceptable, and when employees must receive the notice. Employer-sponsored wellness programs that collect health information must provide the ADA notice. Employers can craft their own version to use in lieu of the EEOC sample, as along as the notice contains all required content. The ADA notice requirement takes effect for the plan year starting in 2017.

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