A survey of benefits managers by the PharmacyBenefit Management Institute finds that many employers have shiftedto high-deductible health plans but remain concerned about whetherthe plans are limiting their employees' ability to afford critical medication.

The survey of 273 benefits managers found that 79 percent offera HDHP and 44 percent have a separate deductible for pharmacy benefits. Among the respondents, theaverage family deductible is $3,571. Many of the responding membersvoiced concerns about their members not being able to afford thedeductible and not understanding how deductibles work.

In fact, the top three challenges of HDHPs, as expressed byemployers, were employees' inability to afford medications beforethe deductible was met; lack of member understanding aboutdeductibles; and lack of member engagement.

And yet, employers seem to believe that high deductibles are theleast bad option available for the company and its workers.Fifty-eight percent say they are an effective way to help employeesbecome better health care consumers and 44 percent say theyare an effective way to reduce the rise in the cost of drugs.

“Health care costs are continuing to rise, and employers have tocontinue to find ways to help manage these costs while providingaffordable benefits for their members,” says Jane Lutz, ExecutiveDirector of PBMI.

PBMI is a leading provider of research to help inform, adviseand influences the PBM industry, which has recently come under fire from elected officialsin both parties over their business practices.

Congress overwhelmingly approved a new law last year barring“gag orders” that PBMs sometimes impose onpharmacists that prevent the pharmacist from telling a patient thatbuying a drug out-of-pocket would be cheaper than through theirprescription drug plan.

Meanwhile, the new health care venture involving Amazon, J.P.Morgan and Berkshire Hathaway has indicated that one of its goalsis to cut out “middle men,” such as PBMs.

Read more: 

• The connection between medication adherence andhealth care savings
• Integrated medical benefits can translate toemployer cost savings
• How employers and pharmacy benefit managers canwork together to reduce costs