A recent survey of U.S. employers by Aon Hewitt found that for the first time, consumer-driven health plans have surpassed health maintenance organizations as the second most popular plan type, following preferred provider organizations.
According to the survey of nearly 2,000 employers, 79 percent of employers offered PPOs, while 58 percent offered CDHPs and 38 percent offered HMOs.
"Consumer-driven health plan designs are becoming increasingly popular among employers because they provide them with a vehicle for promoting consumerism and a framework for educating and motivating employees to actively engage in understanding and managing their health," said Maureen Fay, senior vice president and head of Aon Hewitt's CDHP working group.
Among employers that offer CDHPs, health savings accounts (34 percent of employers offered) were more popular than health reimbursement arrangements (18 percent of employers offered), but HRAs were more popular among employees.
To encourage employees to enroll in these plans, employers are using a variety of tactics, including subsidizing premiums at a higher level than other plan options (36 percent), covering preventive medications before the deductible (34 percent) and contributing employer funds to the HSA (30 percent) and HRA (22 percent).
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According to the survey of nearly 2,000 employers, 79 percent of employers offered PPOs, while 58 percent offered CDHPs and 38 percent offered HMOs.
"Consumer-driven health plan designs are becoming increasingly popular among employers because they provide them with a vehicle for promoting consumerism and a framework for educating and motivating employees to actively engage in understanding and managing their health," said Maureen Fay, senior vice president and head of Aon Hewitt's CDHP working group.
Among employers that offer CDHPs, health savings accounts (34 percent of employers offered) were more popular than health reimbursement arrangements (18 percent of employers offered), but HRAs were more popular among employees.
To encourage employees to enroll in these plans, employers are using a variety of tactics, including subsidizing premiums at a higher level than other plan options (36 percent), covering preventive medications before the deductible (34 percent) and contributing employer funds to the HSA (30 percent) and HRA (22 percent).
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