Why is this once-ideal combination falling short?
Avoiding needed care
Getting care but struggling with the resulting financial stress
Both paths can affect a company’s bottom line in terms of productivity, satisfaction and loyalty.
Understanding that the HDHP strategy may be putting too much financial burden on employees, employers have turned to the solution that was created two decades ago: health savings accounts (HSAs). HSAs have been touted as a foolproof way to address the HDHP-created coverage gaps, but have they really measured up? Let’s take a closer look by pulling back the curtain on the HDHP/HSA dynamic duo.
HSA contributions often fall far short of the cost of even an average-sized deductible. Employees facing coverage gaps presented by HDHP/HSAs can struggle with financial hardships, even with medical expenses under $1,000.
HSA funds must accumulate before they can be used. This means that available funds might not match up to when expenses are incurred. Or, funds might be depleted (by routine or unexpected healthcare expenses) more quickly than anticipated.
Even when they are funded by the employer, HSAs can be viewed as “dollars in, dollars out.” Employees use them for medical expenses but don’t necessary perceive HSAs as valuable, just transactional. Another reason HSAs fall short in creating loyalty is because they’re portable so employees can take the account with them when they leave for another job opportunity.
Employer-funded HSA contributions can fall short, with hidden costs and consequences for employers and employees. In a fiercely competitive hiring market, businesses can’t afford to lose key talent.
This peek behind the curtain can give you the insight to help your clients make better benefit and business decisions. And there is an approach that lowers the risk of these hidden costs for employees. It’s the boost that’s been missing all along.
What if there was a way to eliminate the downsides of an HDHP… A way to turn the funds you have accumulated in your HSA back into savings… And provide employees what they want: better insurance protection.
There is with BeneBoost by ArmadaCare, an add-on health insurance solution designed to do what HSAs are not. This fully insured health plan that complements HDHPs to:
*This is not local, state or federal tax advice as each person and each company is unique. It is recommended that you seek the independent counsel of a professional tax adviser.
ArmadaCare’s supplemental health insurance policies are underwritten by SiriusPoint America Insurance Company.
Interested in learning more about ArmadaCare’s market-leading supplemental health insurance products?
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