Insights

It pays for employers to help employees to take control of their health, and take preventative measures to avoid the chronic health issues that affect so many Americans. This is why so many employers have added employee wellness or wellbeing programs to their benefits plans.

Employers are obviously incentivized to help employees maintain their health: When employees are healthy, they’re able to perform at their best. And of course, from a financial perspective, they’re also less likely to file large insurance claims related to their health.

You’d be hard-pressed to find someone who actually feels confident choosing a healthcare plan. It’s one of those decisions we have to make in life that is almost universally stressful, even for people who seem to have a better-than-average understanding of the many factors involved.

It’s hardly controversial to say that the American healthcare system has a lot of room for improvement. We have the best research universities, the best hospitals, the best doctors, and yet, compared to most wealthy countries, healthcare in the United States is more expensive and results in worse health outcomes.

When it comes to health insurance plans, high-deductible health plans (HDHPs) can get a bad rap. The “high deductible” part of the name is enough to deter those worried about rising medical costs. Then there’s the widely held belief that high-deductible health plans are only financially beneficial for young, healthy individuals.

Paytient is a benefit that employers can provide for their employees that can both increase access to healthcare and make it more affordable. But for employers already operating on thin margins, finding additional funds to implement these two strategies can be a barrier.