While employees may see the benefits to the company for moving to an HSA-qualified plan—a lower price point, the flexibility to adjust HSA contributions in future years, and the potential for better utilization and reduced claims—many business owners worry workers won’t see the value in a plan where they’re responsible for most of their up-front expenses. And, as we all know, perception is reality: if employees don’t think they have a good benefits plan, they don’t, regardless what the employer is paying.

So how can employers ensure that their employees will appreciate their benefits even after they drop the copays from the plan? The answer, of course, is education and communication—but what should we be communicating? Sure, it’s important that employees know how to access their benefits and utilize the price and quality transparency tools that are available to them, but that alone won’t sell them on the plan.

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