As we head into 2022, many companies are evaluating their employee benefits strategy for the next fiscal year. And it’s safe to say that this past year and a half has been a time like no other—and it’s changed the way we think about benefits, especially health benefits. There are new trends, new normals, and your strategy needs to adapt to that.
Here are three things to consider when crafting next year’s employee benefits plan:
Offer voluntary health benefits in addition to traditional coverage.
Even prior to 2020 and the pandemic, many American families were struggling. Studies show that 60% of Americans don’t have $1,000 in savings to cover an unexpected expense, including a healthcare bill. As an employer, you can help with that. Offering supplemental and voluntary health benefits alongside the traditional health benefits is a great way for employers to help their employees mitigate that risk. When employees pay for the additional coverage, they can avoid costly emergency room bills and other medical expenses that they might otherwise not be able to handle.
The COVID-19 pandemic changed the way healthcare works in a lot of ways, including the way that it’s delivered. Telehealth visits became commonplace throughout the course of the pandemic, and they’ve remained popular. It’s wise to make sure your healthcare plans include coverage for telehealth and telemedicine visits, because it doesn’t look like this mode of care is going away anytime soon.
Focus on mental health.
One silver lining of the pandemic is the increased focus on mental health and overall well-being. As an employer, you have the opportunity to provide that support for your employees and their families. In fact, employees expect, now more than ever, that your organization has a focus on mental health and well-being, and they’ll be looking for you to demonstrate it. Your benefits package can reflect that by including coverage for mental health care as well as traditional doctor’s visits and other healthcare visits.
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