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Incentivized Wellness Plans

Explore how incentivized wellness plans can motivate employees to adopt healthier lifestyles and reduce healthcare costs. Rising healthcare benefit costs, which jumped from $2,000 in 2000 to $7,900 in 2010, underscore the need for effective interventions. Studies indicate that 72-76% of healthcare claims are linked to personal lifestyle choices, making wellness programs crucial for organizations. This overview discusses the impact of comprehensive health initiatives, incentive structures, and the significant benefits they offer to both employees and employers.

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Incentivized Wellness Plans

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  1. IncentivizedWellness Plans Motivating employees towards better health

  2. Healthcare benefit costs Year 2000 = $2,000 Year 2010 = $7,900

  3. Personal Behavior 72 – 76% of health care claims costs are due to an individual’s lifestyle. Source: 87.5% Indiana University-Purdue University, Fort Wayne (IPFW) Study, 2006

  4. Cost of Health Risks Source: American Institute of Preventive Medicine 2005; American Journal of Health Promotion 1991, 1993, 2000; Milliman & Robertson 1995; Safeway analysis

  5. Obesity Challenge

  6. Body mass index & health care costs: Source: Muse, D. (2007) Obesity in the Workforce: Health Effects and Healthcare Costs. Thomson Healthcare

  7. Healthcare benefit costs Year 2000 = $2,000 Year 2010 = $7,900

  8. Comprehensive Plan Awareness and incentive Intervention Work Environment

  9. Delayed consequences Clayton Christensen, Page 161 The Innovators Prescription 2009

  10. Fairness Auto insurance example Sources: MAX Insurance Company 2010

  11. Incentive options Deductible Premium HSA contributions

  12. Incentive example Sources: MAX Insurance Company 2010

  13. Progressive rewards

  14. 5% of employees = 77% of claim costs

  15. Sources: NEJM, Vol. 348:2635-2645 June 26, 2003 (No. 26) Obesity (2006) 14, 2259–2265; doi: 10.1038/oby.2006.265

  16. Benefits to employers Source: National Business Group on Health, 2005

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