Although 2014 saw little growth in employer health plan enrollment numbers, those rates are expected to increase considerably for 2015.

What can you do to help alleviate the burden of increased health care costs? What strategies are other companies like yours already implementing to combat this surge?

Employee Benefit News highlighted a couple of trends:

  • 10{d044ab8acbff62f209a116f8142e303cb886f535b0fcf58cb82cde7cb327d3c9} of employers plan to decrease their number of full-time employees (those working 30+ hours per week)
  • Another 14{d044ab8acbff62f209a116f8142e303cb886f535b0fcf58cb82cde7cb327d3c9} plan to make other adjustments to their workforce
  • 20{d044ab8acbff62f209a116f8142e303cb886f535b0fcf58cb82cde7cb327d3c9} of employers intend to raise employee contributions for dependent coverage
  • Many companies say they’ll consider a surcharge (16{d044ab8acbff62f209a116f8142e303cb886f535b0fcf58cb82cde7cb327d3c9}) or exclusion (12{d044ab8acbff62f209a116f8142e303cb886f535b0fcf58cb82cde7cb327d3c9}) for spouses that have other coverage available (on top of the 20{d044ab8acbff62f209a116f8142e303cb886f535b0fcf58cb82cde7cb327d3c9} that already have similar provisions in place)
  • 32{d044ab8acbff62f209a116f8142e303cb886f535b0fcf58cb82cde7cb327d3c9} have increased deductibles or other cost-sharing provisions, and 48{d044ab8acbff62f209a116f8142e303cb886f535b0fcf58cb82cde7cb327d3c9} are considering it
  • 35{d044ab8acbff62f209a116f8142e303cb886f535b0fcf58cb82cde7cb327d3c9} are implementing (and 47{d044ab8acbff62f209a116f8142e303cb886f535b0fcf58cb82cde7cb327d3c9} still considering) wellness programs to avoid the anticipated 2018 excise tax
  • 41{d044ab8acbff62f209a116f8142e303cb886f535b0fcf58cb82cde7cb327d3c9} have implemented a consumer-driven health plan, and another 27{d044ab8acbff62f209a116f8142e303cb886f535b0fcf58cb82cde7cb327d3c9} are thinking about it
  • 78{d044ab8acbff62f209a116f8142e303cb886f535b0fcf58cb82cde7cb327d3c9} are very concerned about the increased administrative costs and are looking for ways to combat it

Despite cost concerns, most employers appear to remain very committed to providing quality benefits to their employees.  However, small employers (those with less than 50 employees) are the most likely to terminate their plans (34{d044ab8acbff62f209a116f8142e303cb886f535b0fcf58cb82cde7cb327d3c9} considering it vs. only 23{d044ab8acbff62f209a116f8142e303cb886f535b0fcf58cb82cde7cb327d3c9} in 2012).  Among large employers only 6{d044ab8acbff62f209a116f8142e303cb886f535b0fcf58cb82cde7cb327d3c9} say they’d consider sending their employees to public exchanges to seek coverage.

For a few more statistics, you can read the full article here.