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Other than wages, an employer’s largest human capital expense is typically its health care plan.  As the costs of health care continue to rise, employers consistently look to and implement a number of different plan design and cost-shifting options, including High Deductible Health Plans (HDHPs).  At the same time, and in part responsive to the rising cost of health care, employers have sought to implement holistic wellness programs that seek to engage workers in programming and solutions across a range of wellbeing areas, including financial health.

One of the big challenges of these wellness programs is understanding how each of an employer’s different pillars of wellbeing interact with each other.  Put another way, if an employer pulls a lever on its health care plan, what impact does that have on the other areas of wellbeing?

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