Employers

Rachael McCann, senior director at Willis Towers Watson, speaks of the greater need for mental health and well-being resources from employers to address caregiving demands amid the pandemic.

As working women have been disproportionately impacted by COVID-19, solutions to address what has been coined a “she-cession” include targeted communications, flexible work schedules, and increased education/tutoring resources.

In 2016, long working hours were associated with 745,000 deaths and 23.3 million disability-adjusted life-years from ischemic heart disease and stroke combined.

Priya Rajendran, BS, founder and CEO of S’moresUp and director of Product Strategy and Connected Experiences at Ford Motor Company, discusses employers’ efforts to support working moms.

This article is co-written by Suzanne Delbanco, PhD, MPH, executive director, Andréa Caballero, MPA, program director, and Julianne McGarry, MPP, director of projects and research, for Catalyst for Payment Reform, and Robert S. Galvin, MD, chief executive officer, Equity Healthcare, LLC.

As the COVID-19 pandemic has laid bare issues of rising high health care costs and disproportionate coverage nationwide, executive decision makers at large employers indicated their support for greater government intervention to address concerns.

A survey by West Health and Gallup found that Black workers and those making less than $48,000 in the United States were more likely to stay in unwanted jobs out of fear of losing their health benefits.

Ensuring that employees have the assistance and tools necessary to meet telehealth and behavioral health demands is vital to promote safety and health amid the pandemic, along with lowering or eliminating out-of-pocket costs that can steer people away from cancer screenings, therapies, or aspects of high-value care.

An analysis by the Integrated Benefits Institute estimates that the total cost of lost time from work due to the COVID-19 pandemic could reach $50.5 billion, marking a 117% increase from prior projections.

Through direct roundtable discussions between health care purchasers and physician practices, efforts have been made to align care provided in the community with the wants and needs of employees and patients.

In guiding employers on their education efforts regarding COVID-19 vaccines, a communication strategy characterized by fact checking, employee empowerment, and prevention is warranted.

A report by the Harvard Business Review found a significant gap between employee needs and employer benefit offerings for treatment of physical and emotional pain, with a holistic approach associated with savings of 50% on medical claims for back and joint care.

Several barriers continue to impede the transition to value-based payment, particularly administrative and clinical data connectivity, transparency of quality metrics and quality measures, and prioritization of social determinants of health.

A 2021 survey on health care trends to monitor finds provider burnout, disengagement, and shortage of health care professionals as the most potentially disruptive issues facing hospitals and health systems in the next 3 years.

With musculoskeletal care representing one of the leading cost drivers in health care spending for self-insured employers and health plans, a transition to preventive care characterized by both digital and in-person care solutions can lead to improved patient outcomes and cost savings.

A survey of employer and purchaser members of the National Alliance of Healthcare Purchaser Coalitions found that over half expect a transition to a more stabilized business environment by the third quarter of this year, as well as increased benefit offerings on mental health access and virtual care delivery.

Investing further in the development of health care staff in often overlooked aspects, such as digital technology and business acumen, can lead to incremental differences in engagement and productivity.

Hinge Health’s State of MSK Report 2021 found that although patient outcomes remained stagnant in the past decade, cost for musculoskeletal care doubled with services provided in emergency rooms and outpatient/inpatient facilities associated with significantly increased spend.

Amid the pandemic, organizations utilizing a value-based care reimbursement model may be better positioned than those using a fee-for-service model to delineate high-risk patients and manage their care, particularly for long-term symptoms that may arise due to COVID-19.

A value-based care team approach can be utilized to adequately treat patients’ medical problems, particularly by addressing the social, economic, and environmental challenges they’re facing in their everyday lives.

With a marked increase in virtual care use amid the COVID-19 pandemic, several strategies can continue to evolve its effectiveness and adoption. This includes addressing disparities in usage among older populations and underserved communities, as well as improving home monitoring and interoperability.

To adapt to a new requirement this year for all US hospitals to publicly post the costs for treatment services under every insurance plan, health systems should be prepared to field the range of questions that consumers may ask on issues such as outcomes data and cost for prospective services.

Citing 2021 as the year of the pharmacist, this year's CVS Health’s Health Trends Report discusses pressing issues for pharmacists to monitor, including availability of COVID-19 vaccines to communities nationwide, as well as integration of telehealth and behavioral health services.

In preparing for the upcoming implementation of the Interoperability and Patient Access final rule by CMS, best practices for health plans include prioritizing data mapping, sensitivity codes for privacy, and consumer-friendly language in accessible data for patients.

Jeffrey Hogan, Northeast regional manager of the Rogers Benefit Group and member of the Board of Directors for the Connecticut Business Group on Health, discussed how his organization helped providers navigate some of the challenges posed by the pandemic.

A survey found that 42% of US working adults were more stressed or anxious in the past year about taking a sick day to care for themselves or someone else compared with years past, with 1 sick day currently associated with a $227 earnings loss.

The Midwest Business Group on Health's program this week on behavioral health will explore strategies that employers have implemented to address rising anxiety and financial stressors in the workforce amid the coronavirus disease 2019 pandemic.

An article by Willis Towers Watson discusses how employers are supporting their respective workforce amid the pandemic, with education of approved vaccines and effective communication channels with state and local health departments referenced as key actions to be taken at this time.

In addition to coronavirus disease 2019, several other factors will play a major role in health care policy reform for federal and state-level health officials this year, including the transition to value-based care and containment of high health care costs.