With staffing shortages, historic burnout, and rising costs, concierge medicine — and direct primary care (DPC) — have moved from the margins into the middle of the retention conversation.
Here are five guidelines to help employers balance health outcomes and financial responsibility to ensure that GLP-1 coverage is effective, affordable, and aligned with improved health and workforce well-being for employees and their families.
In a landscape where complexity has long been the norm, the power of one lies not just in unification, but in intelligence and automation.
Health plan sponsors have more flexibility and opportunities than before to improve healthcare access and steer their workforce toward high-quality, high-value care.
Even if you don't have all the answers, communication plays a critical role in reducing stress levels and fostering feelings of stability, confidence, and psychological well-being.
Clinicians drop off early in the pipeline because they receive little context and minimal support. The only way to solve this problem is to create a system that drives long-term retention and workforce stability by supporting clinician well-being.
Too often, the very systems meant to provide flexibility and control are undermined by delayed reimbursements, fragmented data, and a lack of transparency across the ecosystem. Solving this isn’t about tweaking the status quo, it requires a full redesign.
AI-native tax firm Gelt combines top human tax experts with AI to help physicians and healthcare practices use data-driven tax strategies to lower liabilities, improve profitability, and future-proof their finances.
There are two changes that could transform the entire system. If we can do these two things, the entire market improves. Not everyone will win, but the good products, the good distributors and the good platforms will rise to the top.
Using the ED for non-emergencies costs more than many people’s monthly student loan payments and strains an already fragile system. Employers who bridge knowledge gaps and educate employees in engaging ways can foster a healthier workforce and reduce ED strain.
The next chapter in employer-sponsored benefits might very well be defined by who is carrying the risk — and it's time for employers to face whether they're financially able or willing to shoulder that responsibility.
While health plans may consider the additional costs, long-term savings from reduced complications and hospital admissions can offset these expenses. Not only that, but transportation benefits can reduce health disparities and improve patient and caregiver lives.
Greenway Health blends smart technology with human expertise to elevate revenue cycle.
The number of US employees offered ICHRAs continues to grow. Yet, headwinds – including competition, individual coverage market uncertainty, and complexity – may hamper the ICHRA opportunity.
As healthcare costs continue to rise, three data-driven strategies can help companies reduce the expense of employee health benefits – without sacrificing quality.
For employers to offer effective, accessible and affordable value-based care for their employees, they must address these four components.
The time to innovate is now. By embracing transformative solutions, insurers and employers can not only address systemic challenges but also create a future where healthcare is equitable and sustainable.
Healthcare organizations need to jump in with both feet when it comes to AI, as mitigating risk is quickly becoming an existential business issue. Machine learning has quickly gone from being a nice-to-have to a must-have.