2015 Employer Health Benefits Chart Pack

Employer Health Benefit Survey 2015
Release Slides
September 22, 2015

$4,955
$4,823
$4,565
$4,316
$4,129
$3,997*
$3,515
$3,354
$3,281*
$2,973*
$2,713
$2,661*
$2,412*
$2,137*
$1,787*
$1,619
$1,543
$12,591*
$12,011
$11,786
$11,429*
$10,944*
$9,773
$9,860*
$9,325*
$8,824
$8,508*
$8,167*
$7,289*
$6,657*
$5,866*
$5,274*
$4,819*
$4,247
2015
2014
2013
2012
2011
2010
2009
2008
2007
2006
2005
2004
2003
2002
2001
2000
1999
Worker Contribution
Employer Contribution
Average Annual Worker and Employer Contributions to Premiums
and Total Premiums for Family Coverage, 1999‐2015
* Estimate is statistically different from estimate for the previous year shown (p<.05).
SOURCE: Kaiser/HRET Survey of Employer‐Sponsored Health Benefits, 1999‐2015.
$5,791
$6,438*
$7,061*
$8,003*
$9,068*
$9,950*
$10,880*
$11,480*
$12,106*
$12,680*
$13,375*
$13,770*
$15,073*
$15,745*
$16,351*
$16,834*
$17,545*

11%
5% 5%
0%
5%
10%
15%
20%
25%
30%
35%
40%
45%
50%
1999 to 2005 2005 to 2010 2010 to 2015
SOURCE: Kaiser/HRET Survey of Employer‐Sponsored Health Benefits, 1999‐2015
Average Annual Premium Increases for Family Coverage, 1999‐2015

Cumulative Increases in Health Insurance Premiums, Workers’
Contributions to Premiums, Inflation, and Workers’ Earnings,
1999‐2015
88%
138%
203%
75%
158%
221%
20%
42%
56%
17%
31%
42%
0%
50%
100%
150%
200%
250%
1999 2000 2001 2002 2003 2004 2005 2006 2007 2008 2009 2010 2011 2012 2013 2014 2015
Health Insurance Premiums
Workers' Contribution to Premiums
Workers' Earnings
Overall Inflation
SOURCE: Kaiser/HRET Survey of Employer‐Sponsored Health Benefits, 1999‐2015. Bureau of Labor Statistics, Consumer Price
Index, U.S. City Average of Annual Inflation (April to April), 1999‐2015; Bureau of Labor Statistics, Seasonally Adjusted Data
from the Current Employment Statistics Survey, 1999‐2015 (April to April).

* Estimate is statistically different between All Large Firms and All Small Firms estimate (p<.05).
SOURCE: Kaiser/HRET Survey of Employer‐Sponsored Health Benefits, 2015.
and Total Premiums for Single and Family Coverage, by Firm Size,
2015
$899* $1,146* $1,071
$5,904*
$4,549* $4,955
$5,264 $5,142 $5,179
$10,720* $13,390* $12,591
Small Firms
(3 to 199
Workers)
Large Firms
(200 or More
Workers)
All Firms Small Firms
(3 to 199
Workers)
Large Firms
(200 or More
Workers)
All Firms
Worker Contribution
$16,625*
$17,983*
$17,545
$6,163 $6,289 $6,251
Single Coverage Family Coverage

* Estimate is statistically different between All Large Firms and All Small Firms estimate (p<.05).
NOTE: Lower‐wage level is $23,000 annually or less, the 25th percentile for workers earnings nationally.
and Total Premiums for Single and Family Coverage, by Firm Wage
Level, 2015
$1,069 $1,099 $1,071
$4,829*
$6,382*
$4,955
$5,238* $4,507* $5,179
$12,835* $9,801* $12,591
Less Than 35%
are Lower‐Wage
Level
35% or More are
Lower‐Wage
Level
All Firms Less Than 35%
are Lower‐Wage
Level
35% or More are
Lower‐Wage
Level
All Firms
Worker Contribution
$17,665*
$16,182*
$17,545
$6,307*
$5,606*
$6,251
Single Coverage Family Coverage

55%
59%* 59%
63%
70%*
74%
72%
78%*
80% 81%
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
2006 2007 2008 2009 2010 2011 2012 2013 2014 2015
Percentage of Covered Workers With a General Annual Deductible
for Single Coverage, 2006‐2015

$584
$616
$735*
$826*
$917*
$991
$1,097*
$1,135
$1,217
$1,318
$303
$343
$433*
$533*
$646*
$747*
$802
$883
$989*
$1,077
$275
$375
$475
$575
$675
$775
$875
$975
$1,075
$1,175
$1,275
2006 2007 2008 2009 2010 2011 2012 2013 2014 2015
Average Deductible Among Covered
Workers With a Deductible
Average Deductible Among All Covered
Workers
NOTES: Average general annual deductible is among all covered workers. Workers in plans without a general annual
deductible for in‐network services are assigned a value of zero.
Average General Annual Deductible for Covered Workers Enrolled in
Single Coverage, 2006‐2015

Cumulative Increases in Health Insurance Premiums, General
Annual Deductibles, Inflation, and Workers’ Earnings, 2010‐2015
9%
10%
67%
24%
0%
10%
20%
30%
40%
50%
60%
70%
80%
2010 2011 2012 2013 2014 2015
Overall Inflation
Workers Earnings
Single Coverage Deductibles, all Workers
Single Coverage Premiums
NOTE:  Average general annual deductible  is among  all covered workers. Workers in plans without a general annual
deductible for in‐network services are assigned a value of zero.
SOURCE:  Kaiser/HRET Survey of Employer‐Sponsored Health Benefits, 2010‐2015.  Bureau of Labor Statistics, Consumer Price
Index, U.S. City Average of Annual Inflation (April to April), 2010‐2015; Bureau of Labor Statistics, Seasonally Adjusted Data
from the Current Employment Statistics Survey, 2010‐2015 (April to April).

16%
21%*
35%*
40%
46%
50% 49%
58%*
61%
63%
6%
8% 9%
13%*
17%
22%*
26%
28%
32%
39%*
10%
12%*
18%*
22%*
27%*
31%
34%
38%
41%
46%
0%
10%
20%
30%
40%
50%
60%
70%
2006 2007 2008 2009 2010 2011 2012 2013 2014 2015
All Small Firms (3‐199 Workers)
All Large Firms (200 or More Workers)
All Firms
NOTE: These estimates include workers enrolled in HDHP/SOs and other plan types. Average general annual health plan
deductibles for PPOs, POS plans, and HDHP/SOs are for in‐network services.
Percentage of Covered Workers Enrolled in a Plan with a General
Annual Deductible of $1,000 or More for Single Coverage, By Firm Size,
2006‐2015

1%
<1%
1%
1%
1%
1%
1%
2%
3%
3%
3%
5%
5%
4%
7%
8%
10%
27%
46%
73%
14%
13%
14%
16%
17%
19%
20%
20%
21%
20%
21%
25%
24%
27%
24%
29%
28%
31%
21%
16%
52%
58%
57%
56%
55%
58%
60%
58%
57%
60%
61%
55%
54%
52%
46%
42%
39%
28%
26%
11%
10%
8%
9%
9%
10%
8%
10%
12%
13%
13%
15%
15%
17%
18%
23%
21%
24%
14%
7%
24%
20%
20%
19%
17%
13%
8%
8%
5%
4%
2015
2014
2013
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, 1999‐2015; 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, 1988‐2015

63%
66% 66%
64%
63%
61%
57%
58%
56%
60%
57%
66%*
57%*
59%
55%
52%
54%
96%
99%*
94%*
91%
93%
87%
91%
88%
94%
91%
92%
93%
92%
93%
91%
90%
89%
98%
96%
98% 98%
97%
98%
97% 97%
96%
99% 98% 99%
96%* 96%
95%
94%
97%
66%
68% 68%
66% 66%
63%
60%
61%
59%
63%
59%
69%*
60%*
61%
57%
55%
57%
40%
50%
60%
70%
80%
90%
100%
1999 2000 2001 2002 2003 2004 2005 2006 2007 2008 2009 2010 2011 2012 2013 2014 2015
3 to 49 Workers
50 to 99 Workers
100 or more
ALL FIRMS
Percentage of Firms Offering Health Benefits, by Firm Size, 1999‐2015
*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. For more information, see the Survey Methods Section.

79%
81%
83%
81%* 81%
80% 80%
78%
79%
80%
79% 79% 79%
77% 77% 77%
79%
85%
84% 84%
85%
84%
83% 83% 83%
82% 82%
81%
80%
81% 81%
80% 80%
79%
66%
68%
70%
68% 68%
67%
66%
65% 65% 65% 65%
63%
65%
62% 62% 62%
63%
50%
60%
70%
80%
90%
100%
1999 2000 2001 2002 2003 2004 2005 2006 2007 2008 2009 2010 2011 2012 2013 2014 2015
Percentage Eligible
Percentage of Eligible That Take Up
Percentage Covered
Eligibility, Take‐Up Rate, and Coverage for Workers in Firms
Offering Health Benefits, 1999‐2015

Among Firms with More Than 50 Employees and Who Offer Health
Benefits, The Percentage of Firms Considering Offering Benefits
Through a Private Exchange, 2015
ǂ These questions were not asked of firms that already offer health benefits through a private exchange.
NOTE: A private exchange is one created by a consulting company, not by a state or federal government. Private exchanges
allow employees to choose from several health benefit options offered on the exchange. A defined premium contribution is
a set dollar amount offered to the employee. Employees may then select one of several plans and the employee pays the
difference between the defined contribution and the cost of the health insurance option they choose.
17%
26%
2% 3%
76%
68%
7% 7%
0%
20%
40%
60%
80%
100%
Considering Offering
Benefits Through a
Private Exchangeǂ
Considering a Defined
Contributionǂ
Percentage of Covered
Workers Enrolled at a
Firm That Offers Benefits
Through a Private or
Corporate Exchange
Percentage of Firms
offering Health Benefits
Which Offer Coverage
Through a Private or
Corporate Exchange
Yes
No
Don't Know

ǂ Firms which offer either “Programs to Help Employees Stop Smoking”, “Programs to Help Employees Lose Weight”, or
“Other Lifestyle or Behavioral Coaching“.
Among Large Firms (200 or More Workers) Offering Health Benefits,
Percentage of Firms Offering Incentives for Various Wellness and
Health Promotion Activities, 2015
50%
31%
50%
28%
81%
31%
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Offers or
Requires Health
Risk Assessment
Also has an
Incentive to
Complete Health
Risk Assessment
Offers or Asks
Employees to
Complete
Biometeric
Screening
Also has an
Incentive To
Complete
Biometric
Screening
Offers Specific
Wellness
Programǂ
Also has an
Incentive or
Penalty to
Participate in
Wellness
Programs
Health Risk
Assessments
Biometric Screening Wellness Programs

* Estimate is statistically different between All Small Firms and All Large Firms (p<.05).
NOTE: “Other Lifestyle or Behavioral Coaching” can include health education classes, stress management, or substance
abuse counseling.
Among Firms Offering Health Benefits, Percentage of Firms Offering
Specific Wellness Program to Their Employees, by Firm Size, 2015
41%*
39%* 39%*
49%*
71%*
61%*
68%*
81%*
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Programs to Help Employees
Stop Smoking
Programs to Help Employees
Lose Weight
Other Lifestyle or Behavioral
Coaching
At Least One
of These Programs

Among Large Firms Offering Incentives for Workers Who Participate In
or Complete Wellness Programs, Maximum Annual Value of the
Reward for Wellness and Health Promotion Programs, Including
Incentives for Health Risk Assessment and Biometric Screening, 2015
22%
41%
21%
11%
5%
0%
20%
40%
60%
80%
100%
$150 or Less >$150 to $500 >$500 to $1,000 >$1,000 to $2,000 Greater than $2,000
Maximum Annual Value of the Reward for Wellness and Health Promotion Programs Altogether
(All Large Firms‐200 or More Workers)
NOTE: Firms with at least one of the listed wellness programs were asked to report the maximum reward or penalty an
employee could earn for all of the firm's health promotion activities combined.  For some employers, the maximum
incentive may include rewards or penalties for activities related to health risk assessments and biometric screening.
Listed programs include: “Programs to Help Employees Stop Smoking”, “Programs to Help Employees Lose Weight”, or
“Other Lifestyle  or Behavioral Coaching”.

Note: A high performance network is one that groups providers within the network based on quality, cost, and/or efficiency
of care they deliver.
Among Firms Offering Health Benefits, Percentage of Firms Who
Have Incorporated Various Features into Their Provider Networks, by
Firm Size, 2015
17%
9%
8%
24%
6%
5%
0%
10%
20%
30%
Largest Plan Includes a High‐Performance or
Tiered Provider Network
Firm/Insurer Eliminated Hospitals or Health
Systems from Network to Reduce Cost
Firm Offers a Plan Considered a Narrow
Network Plan

Among Firms Whose Plan with the Largest Enrollment Covers
Specialty Drugs, Percentage of Firms Which Use the Following
Strategies to Contain Specialty Drug Cost, by Firm Size, 2015
8% 7%
4%
7% 6% 7%
2%
20%
14%* 14%
30%
25%
31%
10%
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Separate Cost Sharing
Tier
Specialty Drug Carve
Out
Specialty Pharmacy
Dispensing Program
Step Therapies Tight Limits on the
Number of Units
Administered
at a Single Time
Utilization
Management
Programs
Other
All Small Firms (3‐199 Workers) All Large Firms (200 or More Workers)

Among Firms Offering Health Benefits with 50 or More Full‐Time‐
Equivalentsǂ, Percentage of Firms That Took Various Actions, by Firm Size,
2015
ǂ Firms  were asked if they took the relevant action in response to the Employer‐Shared Responsibility Provisions. Firms with
50 or more full‐time equivalents were asked these questions.  A significant number of employers, mostly large employers did
not know how many FTEs they employed.  In these cases, firms with 50 or more workers were asked these questions.
Source: Kaiser/HRET Survey of Employer‐Sponsored Health Benefits, 2015.
4%
10%
4%
2%
3%
13%
5%
3%
0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%
Changed some job classifications from
full time to part time so employees
would NOT be eligible
Changed some job classifications
from part time to full time so that
employees would be eligible
Reduced the number of full time employees
the firm intended to hire because of the cost
of providing health benefits
Increased the waiting period before
new employees are eligible for health benefits
All Large Firms (200 or more Workers)ǂ
All Firms (50 or More FTEs)ǂ

Among Firms Offering Health Benefits with 100 or More Full‐Time‐
Equivalentsǂ, Percentage of Firms That Took Various Actions, 2015
ǂ Response are among firms with 100 or more full‐time equivalents.  A significant number of employers, mostly large
employers did not know how many FTEs they employed.  In these cases, the responses for firms with 100 or more workers
are included.  Two percent of firms did not offer a health plan that meets minimum standards for value and affordability
and three percent of firms did not know.
Source: Kaiser/HRET Survey of Employer‐Sponsored Health Benefits, 2015.
96%
5%
21%
0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%
Offers a Health Plan that  Meets Minimum Standards for Value and
Affordability
Offered More Comprehensive Benefits to Some Workers who
Previously were only offered a Limited Benefit Plan
Extended Eligibility to Groups of Workers not Previously Eligible
because of the Employer Shared Responsibility Provisions

Among Firms Offering Health Benefits, Percentage of Firms That
Have Taken Various Actions in Anticipation of the Excise Tax on High‐
Cost Plans, by Firm Size, 2015
17%
7% 8%
2%
71%
53%
13%
8% 6%
38%
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Conducted an analysis to
determine if plans will
exceed limits
Made changes to plan’s
coverage or cost sharing
to avoid exceeding limits
Switched to a lower cost
plan
Other None of these
All Small Firms (3 to 199 More Workers)

Among Large Firms (200 or More Workers) Offering Health Benefits Who
Indicated That Have They Changed Their Plan or Switched Carriers In
Anticipation of the Excise Tax on High‐Cost Health Plans, Percentage of Firms
Which Have Taken Various Actions, 2015
‡ Among ﬁrms who oﬀer either an HSA‐qualified plan or a high deductible plan paired with a health reimbursement
arrangement.
Note: Sixteen percent of large firms offering health benefits report that they have changed their benefit plans or moved to
lower cost plans in anticipation of the assessment
64%
10%
34%
18% 16%
24%
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Increased cost
sharing
Reduced the scope of
covered services
Moved benefit
options to account‐
based plans such as
an HRA or HSA‡
Increase incentives to
use less costly
providers
Considered offering
health insurance
through a private
exchange
Other
Actions Taken by Large Firms in Anticipation of the High Cost Plan Tax

SOURCE: Kaiser Family Foundation analysis of National Health Expenditure (NHE) data from Centers for Medicare
and Medicaid Services, Office of the Actuary, National Health Statistics Group.
U.S. health care spending per capita has risen at historically low
rates recently, but is expected to pick up
Average annual growth rate of health spending per capita for 1970’s – 1990’s;
Annual change in actual health spending per capita 2000 – 2013 and projected health spending per capita (2014 – 2024)
12.0%
9.9%
5.5%
6.1%
7.4%
8.6%
7.6%
6.2%
5.8%
5.5% 5.3%
3.8%
2.9% 3.1% 3.2% 3.4%
2.9%
4.7%
4.4%
4.0%
4.5% 4.6%
5.2% 5.3% 5.3% 5.3% 5.2% 5.1%
0%
2%
4%
6%
8%
10%
12%
14%
1970s
1980s
1990s
2000
2001
2002
2003
2004
2005
2006
2007
2008
2009
2010
2011
2012
2013
2014
2015
2016
2017
2018
2019
2020
2021
2022
2023
2024
Actual Projected

2015 Employer Health Benefits Chart Pack

2015 Employer Health Benefits Chart Pack

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2015 Employer Health Benefits Chart Pack