People consistently rank health insurance as their most important employee benefit.
It’s up to you to lead their employers to a perfect fit for the organization, employees, and their families.
Many leaders feel the temptation to shift costs to employees in order to keep organizational costs manageable. But there’s a better way.
In this environment where employee satisfaction is critical to recruitment and retention, the quality and flexibility of a Medical Expense Reimbursement Plan (MERP) when paired with a High Deductible Health Plan (HDHP) is more advantageous for all parties.
Why? Forty-eight percent of insured adults worry about affording their deductible before insurance kicks in. With a MERP wrapped around a typical HDHP, members don’t pay upfront out-of-pocket costs. Healthcare is accessible, affordable, and equitable across entire organizations.
Because MERPs are Section 105 plans, they allow employers to pay for their employees’ qualified medical expenses on a pre-tax basis. With this level-funded approach, you get the best of self-funded and fully funded models.
Premium reductions are usually achievable with MERPs when compared to traditional plans. In the current health insurance marketplace, securing cost savings without degrading the quality of benefits is rare.
To learn more about offering a MERP to a client or prospect, check out our latest webinar.
