Health insurance coverage and employee health outcomes.
We hear a lot about “health outcomes” in the healthcare industry, but what does that mean? According to the world health organization, a result is “individual, group or the change of the population’s health, this is due to planned intervention or a series of interventions, no matter whether the intervention plans to change health. In other words, health outcomes can be described as interventions (such as health or health insurance) to improve the health of patients, employees, or society as a whole.
As the population continues to age, noncommunicable diseases continue to rise at an alarming rate, and the health of an increasing number of the world’s population is declining. Therefore, the government, key decision makers, health care providers, insurance companies and employers will focus on improving the health of patients, employees and people. To illustrate the point, today’s article looks at the relationship between health coverage and employee health outcomes.
Health related quality of life.
Before we look at the relationship between health insurance coverage and health outcomes, we first want to know how to measure results. Although the definition of “health outcomes” has many different definitions, a major aspect of almost all concepts is the core measure or indicator used to measure a patient’s health.
One such indicator is health-related quality of life, a multidimensional concept covering areas related to physical, psychological, emotional and social functions. In other words, it refers to how people live, physically, mentally, emotionally and socially. The commonly used measure of health-related quality of life is a “healthy day”, which is created by asking people about the number of days they experience or are physically and mentally ill.
Health care costs and health outcomes.
Over the past two decades, the consumer price index has risen by an average of 2.2 percentage points, while health care prices have risen by an average of 3.6 percentage points, or about 70 percentage points. Explanation is not hard to find. In our “2017 international private medical insurance inflation report”, we look at the main factors that increase the cost of health care, medical insurance and the subsequent cost: the new medical technology, medical resources imbalance, medical compensation increases, and excessive use of health care professionals.
As health spending continues to outpace economic growth, it is becoming increasingly difficult for more and more people to afford good health care. Demographic changes such as ageing populations and rising rates of non-communicable diseases are exacerbating the cost crisis. Some commentators have argued that the challenge of providing better health outcomes at lower overall costs can be attributed to ineffective cost measurement processes that provide better value for suppliers and patients.
If medical costs are better controlled, people (in theory) have greater ability to get the healthy lives they need. For example, patients can perform more frequent checks and health checks to ensure early detection of cancer, diabetes and other serious conditions. This can help ensure that less cost and complex care are needed in the long run, and can also limit health deterioration.
The role of health insurance.
Health insurance is a key tool to manage financial risks and offset medical costs. According to an article in the New England journal of medicine, there is ample evidence that health insurance can improve financial security. For example, the article cites the United States a Medicaid expansion of ACA 2014 research associated with reduced bills collection and bankruptcy, thus confirming medical insurance to reduce the risk of unforeseen expenses.
From the point of view of employee benefits, annual employee benefit trend research has already reported the importance of employees to financial security. One of the key ways for companies to address this need is to provide employer-provided health insurance as part of their employee benefits program. In addition to strengthening employees’ financial security, the implementation of appropriate employee health benefits also helps to improve the health of employees, thus reducing the long-term medical costs of employers.
Health insurance and access to care.
According to the above articles on “the New England journal of medicine”, some studies have shown that patients with medical insurance coverage and related to the high rate of medical expenses, and the factors are closely associated with better health outcomes. In fact, the centers for disease control and prevention notes that coverage provides a powerful indicator of people’s access to care.
While recognizing the importance of ensuring universal access to quality health care, more and more places are already or are developing mandatory requirements for health insurance. In 2006, for example, ABU dhabi introduced universal health insurance, which immediately increased the number of hospital and clinic visits to hospitals and clinics that were able to afford health care for the first time. The use of medical services in dubai has also increased, and employers of all sizes now need to provide compliance health insurance for their employees.
Access to preventive services.
“The New England journal of medicine studies further show that the benefits of expanding coverage increased preventive services, it can help patients with early detection health problems, enabling them to better manage their health.
To ease the rise in health care costs, more employers are seeing the importance of providing preventive care in employee benefits programs. In fact, the Willis tower, Watson (Willis Towers Watson) study found that 39% of employers now offer some form of preventive care and health care plans, this proportion is expected to surge in 2018.
Self-reported health and well-being.
There is also evidence that health insurance coverage improves patient perceptions of health. Why is this important? According to the world health organization, subjective physical and mental health (that is, feeling better or feeling healthier) is one of the primary goals of health care. In addition, their health was reported to be between 2 and 10 times higher than those in the healthiest people.
How about mental health?
In addition to addressing physical health, mental health issues also play a key role in the health outcomes. In fact, 61 percent of global insurance companies are now providing mental health care services and putting pressure on standard health insurance plans as pressure increases.
High-demand jobs increased the chance of a doctor’s diagnosis by 35 percent, and long working hours increased the death rate by nearly 20 percent.
Job insecurity increases the likelihood of poor health by 50 percent.
The global cost of mental disorders is projected to reach $6 trillion by 2030, mainly including the costs and pressures of the health care sector.
Although provide better mental health care in health insurance plays an important role, but suggested that employers don’t exceed health insurance, in order to adopt a more comprehensive approach to obtain employee benefits, including health benefits for mental health. Examples of what employers can do to address mental health include:
Invite mental health professionals to discuss various mental health issues with employees.
Provide mental health management resources such as online counseling.
Work with staff welfare experts like Pacific Prime to help design, implement and manage the company’s welfare and mental health solutions.
Want to learn more about improving employee health?
As an employee welfare specialist, we have nearly 20 years of experience in providing employee benefits solutions for companies of all sizes and industries. Has the unique ability, design, implementation and management optimization plan, improve the staff’s health, but also to ensure that they keep sustainable and cost effective for one year, it is no wonder that why we choose agent 3000 corporate clients.
More importantly, we are an insurance agent, which means we are not affected by any insurance company. Therefore, we serve you, not the insurance company, so you can rest assured that we will find the most suitable plan for your employees. For more on how Pacific leaders help your company, please contact us immediately! Our team is giving you fair advice and giving you a free free offer.