Integrated Contribution Strategies

As healthcare costs have outpaced inflation, benefit plan design has increasingly shifted from defined benefit to defined contribution strategies. With that shift, the employee has had to accept an increased share of the responsibility both financially and behaviorally. These strategies tie desired wellness behavior to employee contribution rewards.

By designing consumer-driven healthcare plans that reward and incentivize employees for maintaining good health and preventing disease, employers and employees can achieve sustainable financial savings and increases in productivity and engagement.