2024 Benchmark Report Highlights: Subscription Care and Risk Mitigation

Our 2024 Subscription Care Benchmark Report surveyed over 390 employers and 12,800 individuals, and their responses show a consistent demand for more flexible healthcare models. With a staggering 80% of employers experiencing year-over-year increases in premiums and over 50% of employees avoiding medical care due to high costs and inaccessibility, it remains evident that current healthcare models are no longer meeting the needs of the present landscape. Subscription Care models, such as Direct Primary Care (DPC), can empower employers and employees to make more informed decisions regarding healthcare and boost cost savings.

Subscription Care and Risk Mitigation for Employers

In addition to the constant increase in premium costs, employers must consider the regulatory aspect of healthcare and mitigate risk. The 2021 Consolidated Appropriations Act (CAA) implemented various pricing transparency requirements around healthcare. As a result, healthcare providers must comply by providing pricing information to patients.

The CAA’s pricing transparency requirements shift the way provider networks and patients might interact; patients can now compare prices across providers and make more informed and personalized decisions for their healthcare. On the employer side, the CAA increases employers’ fiduciary responsibilities because it requires more oversight and effort to remain competitive enough to attract and retain skilled employees. Employers have an important responsibility to maintain high-quality and cost-effective healthcare services to remain compliant. Surprisingly, 90% of our surveyed employers had not heard of the CAA, and over 80% have not implemented processes to meet group health plan and plan sponsor compliance associated with the CAA.

Luckily for employers, Subscription Care directly aligns with what the CAA requires of them. If the CAA demands increased oversight on the quality and cost-effectiveness of healthcare services, Subscription Care meets that demand. It offers employers high flexibility, allowing them to customize their healthcare plans to cater to their unique needs. It rounds out employers’ health benefits plans, enabling employers to tack on vision, dental, and wellness benefits to speak to the diverse needs of their employees. Most importantly, the Subscription Care model simplifies payment by completely bypassing insurance, streamlining a previously complicated and frustrating process.

By lowering costs and helping to mitigate compliance risks, Subscription Care can free up the time and resources employers need to offer the healthcare benefits their employees deserve. 60% of surveyed employers indicated they would contribute to a monthly subscription care fee for their employees. 60% of surveyed employers also reported they did not offer a wellness program, even though employees’ utilization of wellness programs was over 85%. Of the surveyed employers, 70% indicated that they didn’t offer a wellness program because it was either too expensive or they hadn’t found a program that was a good fit for their employees. These are the kinds of gaps that Subscription Care can help bridge.

Subscription Care directly aligns with employers’ shifting needs and can help employers provide high-quality, cost-effective, and personalized healthcare plans for their employees. To learn more about how Subscription Care can supply solutions for CAA compliance risk and the ever-changing healthcare landscape, download our 2024 Subscription Care Benchmark Report.