HDHP / HSA / FSA

By using Paytient for everything from medications to dental care, people are able to bridge gaps in their insurance coverage and take charge of their wellness and health. Members are able to pay at their own pace and benefit from a solution that places people over process.

There are other ways employers can help employees cover the costs of high-deductible health plans. Learn what employers can do to help their employees close the financial gap between high-deductible health plans (HDHP) and Health Savings Accounts (HSA).

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.

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.

Employer-sponsored health insurance remains the main source of health insurance in the United States, covering about 153 million working Americans and their families. In fact, it’s often the reason for taking one job over another: 46% of Americans surveyed said they chose their current jobs because of the health insurance offered.

Many employers offer Health Savings Accounts (HSAs) as a component of their health plans. Some will even offer to contribute, or match employee contributions, as an extra incentive to take advantage of this benefit. Theoretically, contributing to an HSA should help employees cover out-of-pocket medical expenses, including their deductibles.