This document summarizes statistics from surveys of employer-sponsored health insurance in the United States between 1999-2012. Some key findings include: - Health insurance premiums and workers' contributions to premiums increased substantially more than inflation and earnings over this period. - Premiums and workers' contributions increased more between 2002-2007 than 2007-2012. - Premiums and deductibles were higher on average for family coverage than single coverage, and higher at small firms than large firms. - Lower-wage firms had lower eligibility, take-up and coverage rates than higher-wage firms. They also had higher deductibles.

1. Employer-Sponsored Health Coverage
Release Slides
Tuesday, September 11, 2012
March 15, 2013

2. Cumulative Increases in Health Insurance Premiums, Workers’
Contributions to Premiums, Inflation, and Workers’ Earnings,
1999-2012
38%
109%
172%
38%
113%
180%
11%
29%
47%
8%
24%
38%
0%
20%
40%
60%
80%
100%
120%
140%
160%
180%
200%
1999 2000 2001 2002 2003 2004 2005 2006 2007 2008 2009 2010 2011 2012
Health Insurance Premiums
Workers' Contribution to Premiums
Workers' Earnings
Overall Inflation
SOURCE: Kaiser/HRET Survey of Employer-Sponsored Health Benefits, 1999-2012. Bureau of Labor Statistics, Consumer Price Index,
U.S. City Average of Annual Inflation (April to April), 1999-2012; Bureau of Labor Statistics, Seasonally Adjusted Data from the
Current Employment Statistics Survey, 1999-2012 (April to April).

3. Cumulative Increases in Family Health Insurance Premiums,
2002-2007 and 2007-2012
51%
30%
0%
10%
20%
30%
40%
50%
60%
70%
80%
2002-2007 2007-2012
SOURCE: Kaiser/HRET Survey of Employer-Sponsored Health Benefits, 2002-2012.

4. * Estimate is statistically different from estimate for the previous year shown (p<.05).
SOURCE: Kaiser/HRET Survey of Employer-Sponsored Health Benefits, 1999-2012.
Average Annual Premiums for Single and Family Coverage,
1999-2012
$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*
$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
$0 $2,000 $4,000 $6,000 $8,000 $10,000 $12,000 $14,000 $16,000 $18,000
2012
2011
2010
2009
2008
2007
2006
2005
2004
2003
2002
2001
2000
1999
Single Coverage
Family Coverage

5. $5,588
$848
$15,253
$5,134
$5,628
$1,001
$15,980
$3,926
$0
$2,000
$4,000
$6,000
$8,000
$10,000
$12,000
$14,000
$16,000
$18,000
Premium Worker Contribution* Premium* Worker Contribution*
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, 2012
* Estimates are statistically different between All Small Firms and All Large Firms (p<.05).
SOURCE: Kaiser/HRET Survey of Employer-Sponsored Health Benefits, 2012.

6. Average Annual Worker Contributions for Covered Workers
with Family Coverage, by Firm Size, 1999-2012
* Estimate is statistically different from estimate for the previous year shown (p<.05).
SOURCE: Kaiser/HRET Survey of Employer-Sponsored Health Benefits, 1999-2012.
$1,831
$1,940
$2,254*
$2,647*
$2,970
$3,382*
$3,170
$3,550
$4,236*
$4,101
$4,204
$4,665
$5,134
$1,398 $1,453 $1,551
$1,893*
$2,146*
$2,340*
$2,487
$2,658
$2,831
$2,982
$3,182
$3,652*
$3,926
$0
$1,000
$2,000
$3,000
$4,000
$5,000
$6,000
1999 2000 2001 2002 2003 2004 2005 2006 2007 2008 2009 2010 2011 2012
All Small Firms (3-199 Workers)
All Large Firms (200 or More Workers)
$4,946
$3,755

7. $4,977* $3,968*
$9,716 * $12,459 *
$0
$2,000
$4,000
$6,000
$8,000
$10,000
$12,000
$14,000
$16,000
$18,000
Many Workers are Lower-
Wage
Many Workers are Higher-
Wage
Family Coverage
$14,694*
$16,427*
Average Worker and Employer Premium Contributions For Covered
Workers at Higher- and Lower-Wage Firms, 2012
*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 $24,000 or less. Firms with many higher-wage workers
are ones where 35% or more of employees earn $55,000 or more. Wage cutoffs are the inflation adjusted- 25th and 75th percentile of national wages
according to the National Compensation Survey: Occupational Earnings in the United States, 2010. 1% of covered workers are in firms which are
both high income and low income, excluding these firms does not change the estimates or significance testing.
SOURCE: Kaiser/HRET Survey of Employer-Sponsored Health Benefits, 2012. National Compensation Survey: Occupational Earnings in the
United States, 2010. http://www.bls.gov/ncs/ocs/sp/nctb1489.pdf
$1,069 $964
$4,066*
$4,825*
$0
$1,000
$2,000
$3,000
$4,000
$5,000
$6,000
$7,000
Many Workers are Lower-
Wage
Many Workers are Higher-
Wage
Single Coverage
$5,135*
$5,789*
Worker Premium ContributionEmployer Premium Contribution

8. 66%
71%
47%
82%
84%
69%
0% 20% 40% 60% 80% 100%
Percentage of Workers Eligible For
Health Benefits Offered By Their Employer*
Percentage of Eligible Workers Who Participate
in Their Employers’ Plan (Take-Up Rate)*
Percentage of Workers Covered by Their
Employers’ Health Benefits*
Many Workers are
Higher-Wage
Many Workers are
Lower-Wage
Eligibility, Take-Up Rate, and Coverage in Firms Offering Health
Benefits, by Firm Wage Level, 2012
*Estimate for many workers are lower-wage is statistically different from estimate for many workers are higher-wage (p<.05).
NOTE: Firms with many lower-wage workers are ones where 35% or more of employees earn $24,000 or less. Firms with many higher-wage workers
are ones where 35% or more of employees earn $55,000 or more. Wage cutoffs are the inflation adjusted- 25th and 75th percentile of national wages
according to the National Compensation Survey: Occupational Earnings in the United States, 2010. 1% of covered workers are in firms which are
both high income and low income.
SOURCE: Kaiser/HRET Survey of Employer-Sponsored Health Benefits, 2012. National Compensation Survey: Occupational Earnings
in the United States, 2010. http://www.bls.gov/ncs/ocs/sp/nctb1489.pdf.

9. 44%*
29%*
0%
5%
10%
15%
20%
25%
30%
35%
40%
45%
50%
Many Workers are Lower-Wage Many Workers are Higher-Wage
Percentage of Covered Workers Enrolled in a Plan with a General
Annual Deductible of $1,000 or More for Single Coverage, by Firm
Wage Level, 2012
*Estimate for many workers are lower-wage is statistically different from estimate for many workers are higher-wage (p<.05).
NOTE: Firms with many lower-wage workers are ones where 35% or more of employees earn $24,000 or less. Firms with many higher-wage workers
are ones where 35% or more of employees earn $55,000 or more. Wage cutoffs are the inflation adjusted- 25th and 75th percentile of national wages
according to the National Compensation Survey: Occupational Earnings in the United States, 2010. 1% of covered workers are in firms which are
both high income and low income, excluding these firms does not change the estimates or significance testing.
SOURCE: Kaiser/HRET Survey of Employer-Sponsored Health Benefits, 2012. National Compensation Survey:
Occupational Earnings in the United States, 2010. http://www.bls.gov/ncs/ocs/sp/nctb1489.pdf.

10. Grandfathering under the Affordable Care Act (ACA),
2011 and 2012
* Estimate is statistically different between 2011 and 2012 (p<.05).
SOURCE: Kaiser/HRET Survey of Employer-Sponsored Health Benefits, 2011-2012.
72%
56%
58%
48%
0%
20%
40%
60%
80%
Percentage of Firms with
At Least One Grandfathered Plan*
Percentage of Covered Workers
in a Grandfathered Health Plan*
2011 2012

11. Number of Adult Children Who Enrolled in a Parent’s Health Plan
Because of the Affordable Care Act (ACA), In Millions, by Firm
Size, 2011 and 2012
0.7
1.6
2.3
1.1
1.8
2.9
-
0.5
1.0
1.5
2.0
2.5
3.0
3.5
All Small Firms
(3-199 Workers)
All Large Firms
(200 or More Workers)
All Firms*
InMillions
2011 2012
* Estimate is statistically different between 2011 and 2012 (p<.05).
NOTE: In 2011 firms who did not know if they enrolled adult children due to the Affordable Care Act (ACA) were not imputed. If a similar approach had
been followed in 2012, an estimated 2.8 million children would have enrolled on a parent's health plan due to the Affordable Care Act. Using either
approach the 2012 estimate is a significant increase over 2011. In 2012, 5% of firms offering family coverage did not know whether they enrolled
adult dependents due to the ACA, more than the 1% in 2011. In 2012, 68% of workers covered by employer health benefits were employed at
large firms.
SOURCE: Kaiser/HRET Survey of Employer-Sponsored Health Benefits, 2011-2012.

12. 66%
68% 68%
66% 66%
63%
60% 61%
59%
63%
59%
69%*
60%* 61%
55% 57% 58% 58%
55%
52%
47%
49%
45%
50%
47%
59%*
48%*
50%
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
1999 2000 2001 2002 2003 2004 2005 2006 2007 2008 2009 2010 2011 2012
All Firms
Firms with 3-9 Workers
Percentage of All Firms Offering Health Benefits, 1999-2012
*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, 1999-2012.

13. <1%
1%
1%
1%
2%
3%
3%
3%
5%
5%
4%
7%
8%
10%
27%
46%
73%
16%
17%
19%
20%
20%
21%
20%
21%
25%
24%
27%
24%
29%
28%
31%
21%
16%
56%
55%
58%
60%
58%
57%
60%
61%
55%
54%
52%
46%
42%
39%
28%
26%
11%
9%
10%
8%
10%
12%
13%
13%
15%
15%
17%
18%
23%
21%
24%
14%
7%
19%
17%
13%
8%
8%
5%
4%
2012
2011
2010
2009
2008
2007
2006
2005
2004
2003
2002
2001
2000
1999
1996
1993
1988
Conventional HMO PPO POS HDHP/SO
NOTE: Information was not obtained for POS plans in 1988. A portion of the change in plan type enrollment for 2005 is likely attributable
to incorporating more recent Census Bureau estimates of the number of state and local government workers and removing federal
workers from the weights. See the Survey Design and Methods section from the 2005 Kaiser/HRET Survey of Employer-Sponsored Health
Benefits for additional information.
SOURCE: Kaiser/HRET Survey of Employer-Sponsored Health Benefits, 1999-2012; KPMG Survey of Employer-Sponsored Health Benefits,
1993, 1996; The Health Insurance Association of America (HIAA), 1988.
Distribution of Health Plan Enrollment for Covered Workers, by
Plan Type, 1988-2012

14. Among Firms Offering Health Benefits, Percentage That Offer
an HDHP/SO, 2005-2012
4%
7%
10%
13%
11%
15%
23%
31%
0%
10%
20%
30%
40%
50%
2005 2006 2007 2008 2009 2010 2011 2012
NOTE: Tests found no statistical difference from the previous year shown (p<.05). The 2012 estimate includes 0.6% of all firms offering
health benefits that offer both an HDHP/HRA and an HSA-qualified HDHP. The comparable percentages for previous years are: 2005
[0.3%], 2006 [0.4%], 2007 [0.2%], 2008 [0.3%], 2009 [<0.1%], 2010 [0.3%], and 2011[1.8%].
SOURCE: Kaiser/HRET Survey of Employer-Sponsored Health Benefits, 2005-2012.

15. 16%
21%*
35%*
40%
46%
50% 49%
6%
8% 9%
13%*
17%
22%*
26%
10%
12%*
18%*
22%*
27%*
31%
34%
0%
10%
20%
30%
40%
50%
2006 2007 2008 2009 2010 2011 2012
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. Because we do not collect information on the
attributes of conventional plans, to be conservative, we assumed that workers in conventional plans do not have a deductible of $1,000
or more. Because of the low enrollment in conventional plans, the impact of this assumption is minimal. 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, 2006-2012.
Percentage of Covered Workers Enrolled in a Plan with a General
Annual Deductible of $1,000 or More for Single Coverage, By Firm
Size, 2006-2012

16. Among All Large Firms (200 or More Workers) Offering Health
Benefits to Active Workers, Percentage of Firms Offering Retiree
Health Benefits, 1988-2012
66%
46%
36%
40% 40% 40%
34%
37%
35% 36% 35%
32%
34%
32%
29% 28%
26% 26% 25%
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
1988 1991 1993 1995 1998 1999 2000 2001 2002 2003 2004 2005 2006 2007 2008 2009 2010 2011 2012
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, 1999-2012; KPMG Survey of Employer-Sponsored Health Benefits,
1991, 1993, 1995, 1998; The Health Insurance Association of America (HIAA), 1988.

17. Percentage of Covered Workers in Partially or Completely Self-
Funded Plans, 1999-2012
44%
49% 49% 49%
52%
54% 54% 55% 55% 55%
57%
59% 60% 60%
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
1999 2000 2001 2002 2003 2004 2005 2006 2007 2008 2009 2010 2011 2012
NOTE: Tests found no statistical difference from estimate for the previous year shown (p<.05).
SOURCE: Kaiser/HRET Survey of Employer-Sponsored Health Benefits, 1999-2012.

18. Among Firms Offering and Not Offering Health Benefits,
Percentage of Firms Offering Flexible Spending Accounts and
Pre-Tax Employee Premium Contributions, By Firm Size, 2012
* Estimate is statistically different between All Small Firms and All Large Firms within category (p<.05).
NOTE: Section 125 of the Internal Revenue Code permits employees to pay for health insurance premiums with pre-tax dollars. Section
125 also allows the establishment of flexible spending accounts (FSAs). An FSA allows employees to set aside funds on a pre-tax basis
to pay for medical expenses not covered by health insurance. Typically, employees decide at the beginning of the year how much to set
aside in an FSA, and their employer deducts that amount from the employee’s paycheck over the year. Funds set aside in an FSA must be
used by the end of the year or are forfeited by the employee. FSAs are different from HRAs and HSAs. Nineteen percent of firms
responded “not applicable” when asked if they allow the establishment of a section 125 plan. For example, some firms may pay for 100
percent of the cost of coverage.
SOURCE: Kaiser/HRET Survey of Employer-Sponsored Health Benefits, 2012.
17%
41%
76%
91%
18%
42%
0%
20%
40%
60%
80%
100%
FSA* Pre-Tax Premium Payments*
All Small Firms (3-199 Workers) All Large Firms (200 or More Workers) All Firms

19. Among Firms Offering Health Benefits, Percentage of Firms Offering
a Wellness Program and Asking Employees to Complete a Health
Risk Assessment, By Firm Size, 2012
* Estimate is statistically different between All Small Firms and All Large Firms within category (p<.05).
NOTE: 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.
‡ Among firms offering employees the option to complete a health risk assessment. The estimate for small firms is not reported because of the high
standard error associated with this estimate. Although 19 percent of small firms that ask their employees to complete a health risk assessment reported
that they offer a financial incentive, the relative standard error is 0.36, which indicates considerable uncertainty. The difference between large and small
firms is statistically significant at the 0.05 confidence level.
~ 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, 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.
SOURCE: Kaiser/HRET Survey of Employer-Sponsored Health Benefits, 2012.
63%*
10%*
18%*
94%*
41%* 38%*
63%63%
11%
18%
0%
20%
40%
60%
80%
100%
Offer at Least One
Specified Wellness
Program~
Any Financial Incentive to
Partcipate in Wellness
Program^
Ask Employees to
Complete a Health Risk
Assessment
Offer Financial Incentives
to Employees Who
Complete an Assessment‡
All Small Firms (3-199 Workers)
All Large Firms (200 or More Workers)
All Firms