Moving mainstream:
CDHP plans gain ground.
This data demonstrates a growing trend. More employers are offering HSA-eligible plans, and
more consumers are choosing those plans than ever before.
Last revised: June 2017
Healthcare costs are up across all industry sectors for employers
and employees.
Many employers are shifting their benefit designs to include
CDHPs as a way to control costs, while still offering desirable
benefit options to their employees.
Key
insights
The number of employers incorporating CDHPs into their benefit
designs is growing. CDHPs are growing in popularity among
employees, too.
Overall HSA assets are growing and are on track to reach $52.4
billion in total assets by 2018. HSA balances are up as consumers
better understand the tax benefits of these accounts.
As employees contribute more to tax-advantaged HSAs, they may
experience more financial benefits over time.
Employers who offer CDHPs need to understand that employee
education is fundamental. Employees need to fully understand the
tax-advantaged nature of these accounts to get the greatest
financial benefits from them.
Average annual premium for
covered workers, by industry
Health care costs are similar for
employers in every industry.
Source: Kaiser/HRET Survey of Employer-Sponsored Health Benefits, 2016.
CDHP Enrollment
Over the past several years,
more and more employees are
choosing CDHPs.
Source: 20th Annual National Business Group on Health/Towers Watson Employer Survey, 2015.
Annual contributions for
family coverage by plan type
Employers spend an estimated
$1,000 less on HSA-qualified
plans costs than PPOs.
Source: Kaiser/HRET Survey of Employer-Sponsored Health Benefits, 2016.
Total HSA assets
in billions
HSA assets are growing and
are expected to reach $52.4
billion by 2018.
Source: Devenir. Year-End HSA Research Report. 2016
Average balance by year
the account opened
HSA-qualified plans encourage
consumer saving for both health care
expenses and for retirement.
Source: Devenir. Year-End HSA Research Report. 2016
Average salary by age
group and plan selection
Higher income earners tend to choose HDHPs
more often. Lower premiums and greater
savings could be contributing factors.
Source: Kaiser/HRET Survey of Employer-Sponsored Health Benefits, 2016.
The difference between offering an
HSA as an option or a full replacement
Employers who offer multiple plan choices, pay
nearly $2,000 more on average per employee
than those who only offer HSA-based plans.
Source: Mercer – HSAs: Full replacement or Choice? – Beth Umland
Average annual firm and
worker premium contributions
Both employers and employees pay
less out of pocket on average for HDHP
plans versus traditional plan types.
Source: Kaiser/HRET Survey of Employer-Sponsored Health Benefits, 2016.
Percentage of covered workers enrolled
in an HSA-qualified or HDHP/HRA
HDHPs continue to grow in
popularity among employees.
Source: Kaiser/HRET Survey of Employer-Sponsored Health Benefits, 2006-2016.
Distribution of health plan
enrollment for covered workers
While most traditional plan types have
declined in popularity among covered
workers, HDHPs continue to grow and are
now a staple plan among employers.
Source: Kaiser/HRET Survey of Employer-Sponsored Health Benefits, 1999-2016.
Percentage of covered workers enrolled in
an HDHP/HRA or an HSA-qualified HDHP
Due to rising health care costs,
covered workers enrolling in
CDHP plans continues to grow.
Source: Kaiser/HRET Survey of Employer-Sponsored Health Benefits, 2005-2016.
Percentage of covered workers enrolled in an
HDHP/HRA or an HSA-qualified HDHP in 2016
Both large and small firm
employees are choosing HDHPs
as a means of cost savings and
long-term tax benefits.
Source: Kaiser/HRET Survey of Employer-Sponsored Health Benefits, 2016.