Defining a culture of health 2017 MetLife Annual Trend Study Additional benefits to consider - Telemedicine and advocacy resources
- Healthcare cost transparency tools
- Financial wellness, budget/debt tools
- College loan programs
- Personal protection and financial security (e.g., ID theft, legal)
- Caregiver support resources
- Consumer savings programs (e.g., cell phones, cable TV, retail)
- Discount medical programs to complement traditional insurance or fill gaps where no insurance exists
- Only settle for best-in-class providers. The alternative benefits arena is exploding with new players. Partner with tenured companies that deliver ROI.
- Worksite pricing versus retail. Partner with organizations that understand and price their products for the worksite—the savings can be huge!
- Multidiscipline companies and/or wholesale aggregators. Ease the administrative burden by working with companies that can deliver multiple benefits on a single administrative platform.
- Flexible funding options. Although many of these products require no underwriting, make sure you have the ability to offer these benefits employer paid, voluntary payroll deduct, or on a direct pay basis (think part-time employees).
- Post enrollment marketing and service support. Find those partners that help with ongoing promotion of the program to increase awareness and utilization. These benefits tend to raise a lot of questions at the employee level, so choosing partners that embed customer service in their product will further minimize the administration burden felt by the HR staff.
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