As we look to 2020, it's a good time to reflect on the creativity and innovation that's happening in health benefit plans from employers across the U.S. and look ahead at the changes companies might want to consider down the line.

One thing is obvious: employers are seeing that the status quo is no longer acceptable as a growing number of forward-thinking companies and self-insured employers are tailoring their plan design to keep up with employee demand for new solutions and benefit offerings. For example, in 2020, the percentage of companies that offer high-deductible plans as the sole option will decline for the third year in a row. It's also been well documented that high-deductible health plans do not result in their desired impact, and, with more resources at their disposal than ever before, employers can design unique benefits plans that don't solely rely on shifting costs over to their employees.

Looking ahead, four key trends in benefits design stand out among the companies we work with at Collective Health and across the country. If you're an HR leader eager to build a benefits package that makes employees happy and bolsters recruiting and retention efforts, keep these in mind.

1. Progressive maternity and fertility benefits are a must-have

Generous parental leave—for both mothers and fathers—has consistently been one of the most popular benefits among Americans, but increasingly, we're seeing demand for more premium benefits like fertility coverage. Extensive leave benefits have become table stakes, and supporting new mothers and families goes far beyond extended time off. If you're looking for a good place to start, consider supporting the new parents on your team by embracing the variety of innovative solutions emerging in this area.

Companies like Cleo have developed powerful employer solutions to guide families through the maternity process, from pre-pregnancy through parenthood. Progyny is using the latest advancements in medicine to achieve strong clinical outcomes and make fertility treatments like IVF, egg freezing, and preimplantation genetic testing more accessible. As of 2019, almost one-third of all health plans Collective Health administered this year offered a third-party solution to enhance employee access to fertility treatment, and we expect to see this trend continue.

2. Employers are helping remove barriers to behavioral health treatment

Behavioral health remains an important public health issue that impacts a large portion of the country, with many people still not able to get the support they truly need. While strides are being made to combat the stigma of behavioral health, there are unfortunately still numerous barriers to helping people easily access treatment.

Employers have a lot more influence in this area than they might realize, and we're seeing them increasingly find ways to improve access to mental health services for their people. This includes:

Adding third-party digital health solutions to expand access to care
Treating out-of-network behavioral health as in-network so employees pay the same amount for treatment regardless of who they visit
Covering out-of-network behavioral health services on a plan even if the plan doesn't cover out-of-network services for other care areas
Setting a lower coinsurance amount for out-of-network behavioral health than for other out-of-network benefits

3. Digital health solutions are on the rise, but you should figure out what works for your population

Digital health funding hit a record in the first half of 2019, with $5.1 billion invested in companies tackling health issues from chronic disease management to genetic testing. At Collective Health, 25 percent of employer customers have at least five digital health solutions. Many of these solutions can fill gaps in your health plan, but it's important to understand which will benefit your unique population the most.

Employers and consultants should work together to require health plan administrators to provide data that identify patterns in population health. Additionally, as a benefits or HR leader, you can run an anonymous survey of your people to get an even deeper look at benefits usage and employee preferences. This can help determine which programs might make the most sense before implementing them. Over time, you'll want to assess the relationship between engagement with these services and the impact they're having on employee satisfaction and health outcomes.

4. New clinical solutions are increasingly supplementing traditional health plan offerings

Studies continue to show that efficient, high-quality primary care is critical for improving long-term health. As a result, many employers are deploying on-site and near-site clinical programs. According to the National Business Group on Health's 2020 Large Employers Survey, 34 percent of employers plan to deliver advanced primary care through an onsite or near-site health center next year. The companies behind these new solutions, like One Medical, are delivering a better user experience to help employees lean into their health now in order to prevent more serious issues later.

Employers are taking advantage of these programs because they see the potential to lower the total cost of care, improve employee health, and boost workforce satisfaction. This year, Collective Health saw a 100 percent renewal rate among clients contracting with onsite or near-site clinics, which signals that companies are finding great value in these alternative clinical models.

Additionally, walk-in retail clinics have emerged as a convenient way for people to be treated for common health issues like a sinus cold or sore throat. Employers can leverage these facilities to save costs and provide quicker access to basic care for their people. Make sure they're covered for employees in your plan.

Marianne Holt is director of benefits innovation at Collective Health.

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4 major trends in health benefits plan design

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