web briefing for media: 2014 kaiser/hret employer health benefits survey
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Web Briefing for Media: 2014 Kaiser/HRET Employer Health Benefits Survey. Presented by the Kaiser Family Foundation and Health Research & Educational Trust (HRET) September 10, 2014. Employer Health Benefits Survey 2014 Introductory Charts. Drew Altman, Ph.D. - PowerPoint PPT PresentationTRANSCRIPT
Web Briefing for Media: 2014 Kaiser/HRET Employer Health Benefits Survey
Presented by the Kaiser Family Foundation and Health Research & Educational Trust (HRET)
September 10, 2014
Employer Health Benefits Survey2014Introductory Charts
Drew Altman, Ph.D.President and CEO, Kaiser Family Foundation
September 10, 2014
1999 to 2004 2004 to 2009 2009 to 20140%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
72%
34%*
26%*
13% 13% 11%17% 19%
11%
Premium Increases Overall Inflation Workers' Earnings
* Premium Change is statistically different from previous period shown (p<.05).
SOURCE: Kaiser/HRET Survey of Employer-Sponsored Health Benefits, 1999-2014. Bureau of Labor Statistics, Consumer Price Index, U.S. City Average of Annual Inflation (April to April), 2000-2014; Bureau of Labor Statistics, Seasonally Adjusted Data from the Current Employment Statistics Survey, 2000-2014 (April to April).
Cumulative Average Premium Increases for Covered Workers with Family Coverage, Three Five-Year Periods, 1999-2014
2006 2007 2008 2009 2010 2011 2012 2013 2014$0
$200
$400
$600
$800
$1,000
$1,200
$1,400
$1,600
$1,800
$2,000
$775 $852
$1,124*
$1,254
$1,391
$1,537 $1,596
$1,715 $1,797
$496 $519 $553 $640* $686
$757
$875* $884 $971
$584 $616
$735* $826*
$917* $991
$1,097* $1,135 $1,217
All Small FirmsAll Large FirmsAll Firms
Average General Annual Deductible Among Covered Workers Enrolled in a Plan with a Deductible for Single Coverage, by Firm Size, 2006-2014
* Estimate is statistically different from estimate for the previous year shown (p<.05).
SOURCE: Kaiser/HRET Survey of Employer-Sponsored Health Benefits, 2006-2014.
Dr. Maulik Joshi
PresidentHealth Research & Educational Trust
Gary Claxton Matthew Rae
Vice PresidentKaiser Family Foundation
Senior Policy AnalystKaiser Family Foundation
Cumulative Increases in Health Insurance Premiums, Workers’ Contributions to Premiums, Inflation, and Workers’ Earnings, 1999-2014
1999 2000 2001 2002 2003 2004 2005 2006 2007 2008 2009 2010 2011 2012 2013 20140%
50%
100%
150%
200%
250%
131%
191%
72%
127%
212%
17%
38%
54%
13%
28%
43%
Health Insurance PremiumsWorkers' Contribution to PremiumsWorkers' EarningsOverall Inflation
SOURCE: Kaiser/HRET Survey of Employer-Sponsored Health Benefits, 1999-2014. Bureau of Labor Statistics, Consumer Price Index, U.S. City Average of Annual Inflation (April to April), 1999-2014; Bureau of Labor Statistics, Seasonally Adjusted Data from the Current Employment Statistics Survey, 1999-2014 (April to April).
* Estimate is statistically different from estimate for the previous year shown (p<.05).
SOURCE: Kaiser/HRET Survey of Employer-Sponsored Health Benefits, 1999-2014.
Average Annual Premiums for Single and Family Coverage, 1999-2014
2014
2013
2012
2011
2010
2009
2008
2007
2006
2005
2004
2003
2002
2001
2000
1999
$0 $2,000 $4,000 $6,000 $8,000 $10,000 $12,000 $14,000 $16,000 $18,000
$16,834*
$16,351*
$15,745*
$15,073*
$13,770*
$13,375*
$12,680*
$12,106*
$11,480*
$10,880*
$9,950*
$9,068*
$8,003*
$7,061*
$6,438*
$5,791*
$6,025*
$5,884*
$5,615*
$5,429*
$5,049*
$4,824*
$4,704*
$4,479*
$4,242*
$4,024*
$3,695*
$3,383*
$3,083*
$2,689*
$2,471*
$2,196*
Single CoverageFamily Coverage
Premium* Worker Contribution* Premium* Worker Contribution*$0
$2,000
$4,000
$6,000
$8,000
$10,000
$12,000
$14,000
$16,000
$18,000
$20,000
$5,788
$902
$15,849
$5,508$6,130
$1,160
$17,265
$4,523
All Small Firms (3-199 Workers)All Large Firms (200 or More Workers)
Single Coverage Family Coverage
Average Annual Worker Premium Contributions and Total Premiums for Covered Workers, Single and Family Coverage, by Firm Size, 2014
* Estimates are statistically different between All Small Firms and All Large Firms (p<.05).
SOURCE: Kaiser/HRET Survey of Employer-Sponsored Health Benefits, 2014.
Many Workers are Lower-Wage
Many Workers are Higher-Wage
Family Coverage
$0
$2,000
$4,000
$6,000
$8,000
$10,000
$12,000
$14,000
$16,000
$18,000
$20,000
$6,472* $4,497*
$7,706* $13,084*
$14,177*
$17,582*
Average Worker and Employer Premium Contributions For Covered Workers at Higher- and Lower-Wage Firms, 2014
*Estimate for many workers are lower-wage is statistically different from estimate for many workers are higher-wage, within coverage type (p<.05).
NOTE: Firms with many lower-wage workers are ones where 35% or more of employees earn $23,000 or less. Firms with many higher-wage workers are ones where 35% or more of employees earn $57,000 or more. Wage cutoffs are the inflation adjusted- 25th and 75th percentile of national wages according to Bureau of Labor Statistics using data from the Occupational Employment Statistics (OES) (2012).
SOURCE: Kaiser/HRET Survey of Employer-Sponsored Health Benefits, 2014. National Compensation Survey: Occupational Earnings in theUnited States, 2012. http://www.bls.gov/ncs/ocs/sp/nctb1489.pdf.
Many Workers are Lower-Wage
Many Workers are Higher-Wage
Single Coverage
$0
$1,000
$2,000
$3,000
$4,000
$5,000
$6,000
$7,000
$1,304 $1,106
$3,871* $5,137*
$5,175*
$6,244*
Worker Premium ContributionEmployer Premium Contribution
Average Percentage of Premium Paid by Covered Workers for Single and Family Coverage, 1999-2014
* Estimate is statistically different from estimate for the previous year shown (p<.05).SOURCE: Kaiser/HRET Survey of Employer-Sponsored Health Benefits, 1999-2014.
1999 2000 2001 2002 2003 2004 2005 2006 2007 2008 2009 2010 2011 2012 2013 20140%
5%
10%
15%
20%
25%
30%
35%
40%
45%
50%
14% 14% 14%16% 16% 16% 16% 16% 16% 16% 17%
19%* 18% 18% 18% 18%
27% 26% 26%28% 27% 28%
26% 27% 28% 27% 27%
30%*28% 28% 29% 29%
Single Coverage
Family Coverage
All Small Firms (3-199 Workers)
All Large Firms (200 or More Workers)
14%
2%
27%
48%
28%
42%
31%
9%
0% Greater Than 0%, Less Than Or Equal To 25% Greater Than 25%, Less Than Or Equal To 50% Greater Than 50%
Distribution of Percentage of Premium Paid by Covered Workers for Family Coverage, by Firm Size, 2014
* Distribution is statistically different within firm size from distribution for the previous year shown (p<.05).
SOURCE: Kaiser/HRET Survey of Employer-Sponsored Health Benefits, 2014.
1999 2000 2001 2002 2003 2004 2005 2006 2007 2008 2009 2010 2011 2012 2013 20140%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
66%68% 68% 66% 66%
63%60% 61% 59%
63%59%
69%*
60%* 61%57% 55%
55% 57% 58% 58%55%
52%47% 49%
45%50%
47%
59%*
48%* 50%45% 44%
All FirmsFirms with 3-9 Workers
Percentage of All Firms Offering Health Benefits, 1999-2014
*Estimate is statistically different from estimate for the previous year shown (p<.05).
NOTE: Estimates presented in this exhibit are based on the sample of both firms that completed the entire survey and those that answered just one question about whether they offer health benefits. The percentage of firms offering health benefits is largely driven by small firms. The large increase in 2010 was primarily driven by a 12 percentage point increase in offering among firms with 3 to 9 workers. In 2011, 48% of firms with 3 to 9 employees offer health benefits, a level more consistent with levels from recent years other than 2010. The overall 2011 offer rate is consistent with the long term trend, indicating that the high 2010 offer rate may be an aberration.
SOURCE: Kaiser/HRET Survey of Employer-Sponsored Health Benefits, 1999-2014.
3 to 49 Workers 50 to 99 Workers 100 or More Workers0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
52%
90%94%
NOTE: Estimates presented in this exhibit are based on the sample of both firms that completed the entire survey and those that answered just one question about whether they offer health benefits. Sixty-two percent of workers at firms offering health benefits with 50 or more workers are covered by the health benefits offered by their firm. Firm size categories are determined by the number of workers at a firm, which may include full-time and part-time employees.
SOURCE: Kaiser/HRET Survey of Employer-Sponsored Health Benefits, 2014.
Percentage of Firms Offering Health Benefits to At Least Some of their Workers, by Firm Size, 2014
1999 2000 2001 2002 2003 2004 2005 2006 2007 2008 2009 2010 2011 2012 2013 201450%
60%
70%
80%
90%
100%
79%81%
83%81%* 81% 80% 80%
78% 79% 80% 79% 79% 79%77% 77% 77%
85% 84% 84% 85% 84% 83% 83% 83% 82% 82% 81% 80%81% 81% 80% 80%
66%68%
70%68% 68% 67% 66% 65% 65% 65% 65%
63%65%
62% 62% 62%
Percentage Eligible
Percentage of Eligible That Take Up
Percentage Covered
Eligibility, Take-Up Rate, and Coverage for Workers in Firms Offering Health Benefits, 1999-2014
*Estimate is statistically different from estimate for the previous year shown (p<.05).
SOURCE: Kaiser/HRET Survey of Employer-Sponsored Health Benefits, 1999-2014.
NOTE: “Not encountered” refers to firms where no workers requested domestic partner benefits and there is no corporate policy on coverage for that classification of domestic partners.
SOURCE: Kaiser/HRET Survey of Employer-Sponsored Health Benefits, 2014.
Among Firms Offering Benefits, Percent of Firms Which Offer Coverage to Spouses, Dependents and Partners, 2014
Firm Only Offers Single Coverage
All Small Firms (3 to 199 workers)
All Large Firms ( 200 or More Workers)
Firm Offers Coverage to
Spouses
All Small Firms (3 to 199 workers)
All Large Firms ( 200 or More Workers)
Firm Offers Coverage to Other Dependents, such
as Children
All Small Firms (3 to 199 workers)
All Large Firms ( 200 or More Workers)
Firm Offers Coverage to
Same-Sex Domestic Partners
All Small Firms (3 to 199 workers)
All Large Firms ( 200 or More Workers)
Firm Offers Coverage to
Opposite-Sex Domestic Partners
All Small Firms (3 to 199 workers)
All Large Firms ( 200 or More Workers)
4%
96%
99%
92%
99%
39%
49%
39%
39%
96%
100%
4%
1%
8%
1%
19%
45%
26%
58%
42%
5%
35%
3%
Yes
No
Not Encoun-tered
Among Firms Offering Health Benefits, Eligibility and Incentives for Enrolling in Coverage, By Firm Size, 2014
* Estimates are statistically different between All Small Firms and All Large Firms (p<.05).
SOURCE: Kaiser/HRET Survey of Employer-Sponsored Health Benefits, 2014.
Employees Elect Not to Partic-ipate in Health Benefits*
Employees Enroll on Spouses' Plan*
They are Not Allowed to Enroll in the Firm's Plan
They are Charged More in the Form of Higher Premiums or
Cost Sharing*
0%
5%
10%
15%
20%
25%
9%
7%
9%
5%
18%
14%
8%9%9%
7%
9%
5%
All Small Firms (3 to 199 Workers) All Large Firms (200 or More Workers) All Firms
If Spouses Are Offered Coverage from Another Source…
Firm Provides Additional Compensation If…
Among Firms with a Waiting Period the Percentage of Firms who Changed the Length of their Waiting Period During the Last Year, 2014
SOURCE: Kaiser/HRET Survey of Employer-Sponsored Health Benefits, 2014.
All Small Firms (3-199 Workers) All Large Firms (200 or More Workers)0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
2% 1%10%
23%
87%76%
No, Did Not Change the Waiting Period
Yes, Decreased the Length of the Waiting Period
Yes, Increased the Length of the Waiting Period
2006 2007 2008 2009 2010 2011 2012 2013 20140%
5%
10%
15%
20%
25%
4%5%
8%* 8%
13%*
17%*
19%20% 20%
* Estimate is statistically different from estimate for the previous year shown (p<.05).
SOURCE: Kaiser/HRET Survey of Employer-Sponsored Health Benefits, 2006-2014.
Percentage of Covered Workers Enrolled in Either a HDHP/HRA or HSA-Qualified HDHP, 2006-2014
2006 2007 2008 2009 2010 2011 2012 2013 20140%
10%
20%
30%
40%
50%
6%7%
12%*
16%
20%
28%* 27%
31%34%
1% 1% 2% 3%* 4% 5%7% 8%
11%*
3%3%
5%*7%*
10%12%*
14% 15%18%
All Small Firms (3-199 Workers)
All Large Firms (200 or More Workers)
All Firms
* Estimate is statistically different from estimate for the previous year shown (p<.05).
Note: These estimates include workers enrolled in HDHP/SO and other plan types. Average general annual health plan deductibles for PPOs, POS plans, and HDHP/SOs are for in-network services.
SOURCE: Kaiser/HRET Survey of Employer-Sponsored Health Benefits, 2006-2014.
Percentage of Covered Workers Enrolled in a Plan with a General Annual Deductible of $2,000 or More for Single Coverage, By Firm Size, 2006-2014
Percent of Covered Workers Enrolled in a Plan with an Out-Pocket-Maximum Above $6,350 or in a Plan without an Out-of-Pocket Limit, 2006-2014
2006 2007 2008 2009 2010 2011 2012 2013 20140%
5%
10%
15%
20%
25%
30%
35%
40%
22%
29%*
20%*19% 19% 19%
15%*14%
7%*
* Estimate is statistically different from estimate for the previous year shown (p<.05).
SOURCE: Kaiser/HRET Survey of Employer-Sponsored Health Benefits, 2006-2014.
Percentage of Covered Workers Enrolled in Plans Grandfathered Under the Affordable Care Act (ACA), by Firm Size, 2011-2014
* Estimate is statistically different from estimate for the previous year shown (p<.05).
NOTE: For definitions of Grandfathered health plans, see the introduction to Section 13.
SOURCE: Kaiser/HRET Survey of Employer-Sponsored Health Benefits, 2011-2014.
2011 2012 2013 20140%
10%
20%
30%
40%
50%
60%
70%
63%
54%*
49%
35%*
53%
46%
30%*
22%*
56%
48%*
36%*
26%*
All Small Firms (3-199 Workers)
All Large Firms (200 or More Workers)
ALL FIRMS
Among All Large Firms (200 or More Workers) Offering Health Benefits to Active Workers, Percentage of Firms Offering Retiree Health Benefits, 1988-2014
1988 1991 1993 1995 1998 1999 2000 2001 2002 2003 2004 2005 2006 2007 2008 2009 2010 2011 2012 2013 20140%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
66%
46%
36%40% 40% 40%
34%37% 35% 36% 35%
32% 34% 32%29% 28% 26% 26% 25%
28%25%
NOTE: Tests found no statistical difference from estimate for the previous year shown (p<.05). No statistical tests are conducted for years prior to 1999.
SOURCE: Kaiser/HRET Survey of Employer-Sponsored Health Benefits, 1999-2014; KPMG Survey of Employer-Sponsored Health Benefits, 1991, 1993, 1995, 1998; The Health Insurance Association of America (HIAA), 1988.
Among All Large Firms (200 or More Workers) Offering Health Benefits to Active Workers and Retirees, Percentage of Firms Considering Changing the way they Offer Retiree Coverage Because of Healthcare Exchanges, by Firm Size, 2014
SOURCE: Kaiser/HRET Survey of Employer-Sponsored Health Benefits, 2014.
ALL LARGE FIRMS 200-999 Workers 1,000-4,999 Workers 5,000 or More Workers0%
20%
40%
60%
80%
100%
25% 20%
34%
49%
72% 79%60%
48%
3% 2% 6% 3%
Yes, Considering Chang-ing
No, Not Considering Changing
Don't Know
Percentage of Covered Workers in Partially or Completely Self-Funded Plans, by Firm Size, 1999-2014
1999 2000 2001 2002 2003 2004 2005 2006 2007 2008 2009 2010 2011 2012 2013 20140%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
13% 15% 17%13%
10% 10%13% 13% 12% 12%
15% 16%13% 15% 16% 15%
60%
67%* 66% 66%
72% 73% 75%78% 77% 77% 77%
83%* 82% 81% 83% 81%
All Small Firms (3-199 Workers) All Large Firms (200 or more)
* Estimate is statistically different from estimate for the previous year shown (p<.05).
NOTE: Sixty-one percent of covered workers are in a partially or completely self-funded plan in 2014. Due to a change in the survey questionnaire, funding status was not asked of firms with conventional plans in 2006. Therefore, conventional plan funding status is not included in the averages in this exhibit for 2006. For definitions of Self-Funded and Fully Insured plans, see the introduction to Section 10.
SOURCE: Kaiser/HRET Survey of Employer-Sponsored Health Benefits, 1999-2014.
Among Firms Offering Health Benefits, Percentage Offering a Particular Wellness Program to Their Employees, by Firm Size, 2014
* Estimate is statistically different between All Small Firms and All Large Firms within category (p<.05).
^ Biometric screening is a health examination that measures an employee's risk factors such as cholesterol, blood pressure, stress, and nutrition.
SOURCE: Kaiser/HRET Survey of Employer-Sponsored Health Benefits, 2014.
Other Wellness Program*
Gym Membership Discounts or On-Site Exercise Facilities*
Smoking Cessation Program*
Web-based Resources for Healthy Living*
Wellness Newsletter*
Lifestyle or Behavioral Coaching*
Biometric Screening*
Weight Loss Programs*
Employee Assistance Program*
Flu Shot*
Class in Nutrition/Healthy Living*
Offer at Least One Specified Wellness Program*
0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%
4%
26%
26%
38%
33%
22%
26%
18%
27%
52%
19%
73%
15%
64%
64%
77%
60%
58%
51%
48%
79%
87%
47%
98%
All Large Firms (200 or More Workers) All Small Firms (3-199 Workers)
Among Large Firms (200 or More Workers) Offering Health Benefits, The Use of Financial Incentives for Participating in Various Health Programs, by Firm Size, 2014
Offers at least one Wellness Program~ Biometric Screening`` Opportunity for Health Risk Assessment‡
0%
20%
40%
60%
80%
100% 98%
51% 51%
36%
1%
51%
12%8% 7%
Of Firms Offering Wellness Programs…
Of Firms Offering Biometric Screen-
ing…
Of Firms Offering Workers the Oppor-tunity for a health risk assessments…
*Percent of firms offering incentives is among firms offering health benefits who also offer the specified health program or activity.
~ Includes the following wellness programs: weight loss programs, biometric screenings, gym membership discounts or on-site exercise facilities, smoking cessation program, lifestyle or behavioral coaching, classes in nutrition or healthy living, web-based resources for healthy living, flu shots or vaccinations, or employee assistance programs (EAP) or a wellness newsletter.
^Among Firms Offering Health and Wellness Benefits. Any financial incentive indicates firms that offer employees who participate in wellness programs one of the following incentives: smaller premium contributions, smaller deductibles, higher HRA or HSA contributions, or gift cards, travel, merchandise, or cash.
``Biometric screening is a health examination that measures an employee's risk factors such as cholesterol, blood pressure, stress, and nutrition.‡ A health risk assessment includes questions about medical history, health status, and lifestyle and is designed to identify the health risks of the person being assessed. SOURCE: Kaiser/HRET Survey of Employer-Sponsored Health Benefits, 2014.
Offering Firms Employees with Risk Factor Must
Complete Wellness Program~
Financial Incentive For
Employees Who Complete
Offers Incentive to Employees
who Participate*^
Offers Incentive to Employees
who Complete
Offering FirmsOffering Firms Employees rewarded or penalized for
meeting biometric outcomes
Employees required to complete biometric screenings
Among Offering Firms that Provide Incentives to Employees Who Participate in Wellness Programs, Firms’ Opinions on How Effective Incentives are for Employee Participation, by Firm Size, 2014
SOURCE: Kaiser/HRET Survey of Employer-Sponsored Health Benefits, 2014.
ALL FIRMS
All Large Firms (200 or More Workers)
All Small Firms (3-199 Workers)
0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%
14%
33%
12%
36%
58%
33%
27%
6%
30%
22%
2%
25%
Very Effective Somewhat Effective Not At All Effective Don't Know
Among Large (200 or More Employees), Offering Firms, Percentage of Firms whose Largest Plan has Various Features, 2014
SOURCE: Kaiser/HRET Survey of Employer-Sponsored Health Benefits, 2014.
0%
20%
40%
60%
80%
100%
18%12% 8%
67%
Among Large (200 or More Employees) Offering Firms, Percentage of Firms Considering Offering Benefits Through a Private Exchange and the Percentage of Covered Workers Currently in a Private Exchange, by Firm Size, 2014
NOTES: 2% of large firms did not know if they were considering a private exchange and 3% did not know if they were considering a defined contribution approach. A private exchange is one created by a consulting company, not by either a federal or state government. Private exchanges allow employees to choose from several health benefit options offered on the exchange.
SOURCE: Kaiser/HRET Survey of Employer-Sponsored Health Benefits, 2014.
0%
5%
10%
15%
20%
25%
30%
12%
23%
2%
18%
24%
3%
20%
25%
3%
13%
23%
3%
200-999 Workers
1,000-4,999 Workers
5,000 or More Workers
ALL LARGE FIRMS (200 or More Workers)
Q&A
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