Enrollment in consumer-driven health plans grew 15 percent in 2013, up to 45 million from 39 million in 2012, the American Association of Preferred Provider Organizations said today.
They were the only plan type to grow last year.
It’s the latest barometer of the plans’ increasing growth and popularity. The latest report from AAPPO also finds that the increase of CDHPs — which include health savings accounts, health reimbursement arrangements and flexible spending accounts — represents more than a doubling of employers that offer then since 2008.
“As major changes to the health system loomed last year, employers continued to look to consumer-directed health plans to offer the affordability, flexibility and stability to ensure their workforces get the care they need,” said Karen Greenrose, AAPPO President and CEO.
AAPPO analyzed of the Mercer National Survey of Employer Sponsored Health Plans.
Overall, 23 percent of all employers offer a CDHP, up from 10 percent who offered the plan in 2008.
CDHPs are offered by 63 percent of the nation’s largest employers, those with 20,000 or more employees, according to the group’s report. Among large employers (those with 500 or more employees) offerings of CDHPs rose from 36 percent in 2012 to 39 percent in 2013. Small employers (those with 10-499 employees) are somewhat less likely to offer a CDHP (23 percent), but also are more likely to offer a CDHP as the only medical plan option, the report said.
AAPPO only expects the trend to grow: their report found that 35 percent of all employers expect to offer CDHPs in 2016, with 64 percent of large employers expecting to offer them.
Additionally, the report found that CDHP plans with HSAs are the most common. In 2013, 32 percent of large employers offered an HSA-based CDHP and 10 percent offered an HRA-based CDHP. Still, average employee enrollment is higher in plans with HRAs.
“When employees have a choice of medical plans, enrollment averages 35 percent for HRA-based plans and 26 percent for HSA-based plans,” researchers said. Still, “enrollment levels in both plan types are rising as employees become more familiar with the models.”