2022员工福利报告 2022 State of Employee Benefits

LargeEmployerEdition

2022StateofEmployeeBenefits

Contents

InsightsandPerspectivesontheNewNormalinBenefits 4

2022KeyInsights 4

Whatbenefitsareemployersoffering? 5

EmployerHealthPlanOfferings 5

Consumer-DirectedHealthCareAccounts 6

VoluntaryBenefitOfferings 7

Howmuchareemployersandemployeesspendingonhealthinsurance? 10

HealthPlanPremiums 10

EmployeeOut-of-PocketCosts 12

Whichbenefitoptionsareemployeeselecting? 14

HealthPlanParticipation 14

HealthSavingsAccounts 16

VoluntaryBenefitsParticipation 18

LookingAhead 20

AbouttheData 21

AboutBenefitfocus 21

Appendix 22

Formoreinformation,visit

/state-of-employee-benefits

InsightsandPerspectivesontheNewNormalinBenefits

BenefitfocusispleasedtopresentthefifthannualStateofEmployeeBenefits™report,featuringinsightsbasedondecisionsmadeonourplatformforthe2022planyear.

Unlikeself-reportedsurveys,theStateofEmployeeBenefitsusesactualenrollmentdatatoprovideaone-of-a-kindlookatbehavior-basedtrendsin:

EmployerBenefitOfferings

HealthPlanPremiumsandOut-of-PocketCosts

EmployeeElections

2022KeyInsights

Thisisthesecondyearlookingatemployeebenefittrendsamidanongoingpandemic,andthe“newnormal”isalreadydifferentfromwhatitwasatthestartof2021.COVID-19vaccinesarenowwidelyavailable,leadingmanyemployerstoimplementspecificreturn-to-workpoliciesbasedonvaccinationstatus.Theemergenceofnewvariantshascollidedwithwidespreaddeferredcaretointroducenewfactorsinhealthcarecosts.Meanwhile,employeesquittingtheirjobsathistoricratesbegantheeraof“TheGreatResignation.”Theresultingtalentshortage,alongwiththeexpansionofremotework,hasemployersreimaginingrecruitmentandretentionstrategies.

Thisreportaimstoillustratehowthesechallengesareshapingemployerbenefitplandesignandemployeedecisionsbyanalyzingenrollmentsfrom361largeemployersandmorethan4.7millionemployeesacrossthelastfiveyears.1Additionalinsightsfromemployerandemployeesurveysalsoprovideperspectiveintothecontextinwhichthesedecisionsweremade.

Herearethetopthreeinsightsbasedonthedata:

77%

OfemployersnowofferanaverageoffivehealthplanoptionsbetweenHDHPandPPOs,andnearlytwothirdsnowofferbothanHSAandFSA.

Employerscontinuetodiversifyhealthbenefitpackages.

5%

EmployerspickupthefivepercentpremiumincreaseforindividualPPOs,andout-of-pocketcostincreasesweretwopercentorlessonaverage.

Employerslimitcost-shiftingofhealthcarecostincreasesforemployees.

Readthereportforfullfindings.

1Largeemployersdefinedasorganizationswith1,000ormoreemployees.

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1in4

Employeeselectedhospital

indemnitycoveragewhile

morethanathirdenrolled

involuntaryaccidentand

criticalillnessplans.

Employeesareprioritizing

financialsecurityvia

voluntarybenefitsmore

thaninpreviousyears.

+

Whatbenefitsareemployersoffering?

EmployerHealthPlanOfferings

In2022,largeemployerscontinuedtoexpandhealthinsuranceoptionswithmorethanthreequartersnow

offeringacombinationoftraditionalhealthplans(PPO)andhigh-deductiblehealthplans(HDHP).Asaresult,thepercentageofemployersofferingPPOsexclusivelydeclinedby16percentin2022.Therewasalsoa32percentdropinemployersofferingonlyHDHPs.

Figure1.1:EmployerHealthPlanOfferings,2018-2022

SeeAppendixTable1

80%70%60%50%40%30%20%10%0%

HDHP+PPOPPOOnlyHDHPOnly

20182019202020212022

TheemployersthatofferacombinationofHDHPandPPOplansalsoprovideahighernumberofplanoptionsthanthosethatofferonlyHDHPsoronlyPPOsonaverage.

HDHPonly

PPOonly

SeeAppendixTable2

Bothoffered

©2022.B,Inc.AllRightsReserved.

AverageNumberofHealthPlansOfferedbyPlanType,2022

5

6

1/3

Whatareemployeeslookingforwhenitcomestohealthbenefits?

Whenaskedwhatbenefitsthey’dwanttheiremployertooffer,nearlyathirdofemployeesstatedtheywantedimproved,expandedormoreaffordablehealthinsuranceoptions.2

Consumer-DirectedHealthCareAccounts

Ashealthcarecostscontinuetorise,offeringtheopportunitytoinvestinahealthsavingsaccounts(HSA)and/orfundaflexiblespendingaccount(FSA)topayforout-of-pocketexpenseswithpre-taxdollarscanhelpemployersmaketheirhealthbenefitofferingsmoreattractive.Thisstrategyhasbecomemoreprevalentwithnearly20percentmoreemployersofferingbothHSAsandFSAsin2022than

theydidin2018.

Figure1.2:EmployersOfferingHSAsand/orFSAsbyPlanType,2018-2022

SeeAppendixTable3

21%

5%

23%

52%

2018

56%

2019

19%

21%

+%

+%

2020

18%

18%

60%

BothOferedHSAOnly

$4,409

FSAOnly

NoneOfered

3%

19%

18%

60%

2021

2%

17%

19%

61%

2022

0%

80%

90%100%

10%20%

30%40%50%60%70%

2FeedbackLoopEmployeeSurveySponsoredbyBenefitfocus,January2022

“Weallknowthere’sawarfortalentandthatwe’reseeingturnover

ratesthatwereallyhaven’tseenforquitesometime.Benefitsarea

keycomponentofwhat[ourcompany]offerstoexistingemployees

andpotentialcandidates.”

Benefitfocuscustomer

HealthCareManufacturerwith20,000employees

©2022.B,Inc.AllRightsReserved.

50%

+0%

37%

36%

3+%

30%

28%

27%

20%

18%

17%

15%

10%

0%

0%

VoluntaryBenefitOfferings

TheonsetoftheGreatResignationin2021incombinationwithemergingdemandforawidearrayofbenefitsinthejobmarket,suchaschildcareandmentalhealth,haveledemployerstoevaluatetheirtotalcompensationpackagesasawholeandrethinkhowtheysupplementhealthplanstoaddressevolvingemployeeneedsacrossthecategoriesof:

Health

FinancialWellbeing

Lifestyle

ProfessionalSupport

Whenaskedtoidentifythetopthreebenefitsineachcategorythatweremostimportanttotheiremployeesandorganizations,here’showHRprofessionalsresponded3:

Health

60%

53%

Mental

Free

Health

Pharmacy

Tele-support

Improved

Weight

Tobacco

Diabetes

Noneof

health

medical

care

discounts

formedical,

dentistry

manage-

quitting

manage-

theabove

wellness

screenings

navigation

andsavings

dentaland

and

ment

programs

ment

supportand

services

mental

orthodontics

reimburse-

support

programs

health

coverage/

reduced

ment

costs

3FeedbackLoopEmployerSurveySponsoredbyBenefitfocus,February2022

©2022.B,Inc.AllRightsReserved.

7

FinancialWellbeing

60%

52%

50%50%

+0%

33%

31%30%30%30%

30%

20%

10%

2%

0%

Helpwith

Debt

Increase

Cash

Accessto

Accessto

Freefood/

Noneof

financial/

management

frequencyof

advances

savings

home

beverageat

theabove

retirement

andrepayment

pay(getpaid

accounts

loans/home

workora

planning

support

weeklyordaily)

purchasingsupport

stipend

Lifestyle

+8%

50%

+1%

+0%

32%

32%

28%

30%

21%

22%

20%

11%

8%

10%

5%

0%

Educational

More

Childcare

Long-term

Family

529College

On-site

Pet

Gender/

Noneof

support

maternity/

financial

care/elderly

planning

Savings

childcare

insurance/

transgender

theabove

paternity

leave

supplement/reimburse-ment

care

Plans

(atwork

location)

petcare

support

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8

56%

+1%

22%

22%

18%

18%

16%

15%

1%

ProfessionalSupport

60%

50%

+0%

30%

20%

10%

0%

5+%

Increased

Moreflexible

Professional

Fitnessor

Membership

Discounts

Moneyto

Providedcell

Climate

Noneof

paidtime

hours/work

membership

gyms

discounts

and

improve

phoneor

change

theabove

of/sicktime

myown

stipend/skill

reimburse-

planning

homeoice

reimburse-

programsto

hours

developmentandtraining

ment/

stipend

services

fortravel

ment

reduceyourcarbonfootprint

Employersremainpersistentintheirefforttoprovideemployeeswithflexiblehealthplanoptionswhilealsodiversifyingtheirvoluntarybenefitofferingstoattractandretaintalent.However,morechoicecreatesadditionalcomplexityforteamsthatarealreadystretchedthinaswellasemployeeswhomayalreadybeoverwhelmed.Theextenttowhichemployerscanrelyontheirtechnologysolutionsforreliabledataintegrationsandautomationwilldeterminetheircapacitytomaintainarobustbenefitspackage.Thelevelofpersonalizationanddecisionsupporttoolswithintheenrollmentexperienceisacriticalfactorinhelpingensurebenefitshaveapositiveimpactonrecruitingandretention.

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9

PPOHDHP

Howmuchareemployersandemployeesspendingon

healthinsurance?

HealthPlanPremiums

Inthe2021planyear,employerstookonmoreofthepremiumburdenforhealthplansthaninpreviousyearstomitigateimpactsofthepandemicforemployees.Astheaveragedollaramountfortotalhealthplanpremiumdeclinedin2022,someofthatburdenwasshiftedbacktoemployees.PremiumsforindividualPPOsweretheexception,whichsawanaverageincreaseoffivepercent.EmployerstookonmostofthatpriceincreasewhileindividualPPOparticipantsarepaying25percentlessonaverageforpremiumsthantheydidin2021.Meanwhile,individualHDHPparticipantsexperienceda21percentincreaseinpremiumsfor2022,shrinkingtheaveragecostdifferenceinthetwoplanstojustover$150peryearforemployees.

Figure2.1:AverageAnnualEmployerandEmployeePremiumContributionforIndividualCoveragebyPlanType,2018-2022

SeeAppendixTables4and5

2018

2019

2020

2021

2022

2018

2019

2020

2021

2022

$5,618

$5,582

$5,392

$5,588

$5,066

$868

$868$1,053

$90+

$911

$5,253

$5,273

$5,587

$6,028

$6,857

$1,568

$1,560$1,651

$1,634$1,213

AverageEmployerPremium

AverageEmployeePremium

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10

PPOHDHP

Therewasan$1,800differencebetweentheaverageamountemployeespaidforfamilyHDHPsandfamilyPPOsin2022.

Figure2.2:AverageAnnualEmployerandEmployeePremiumContributionforFamilyCoveragebyPlanType,2018-2022

SeeAppendixTables4and5

2018

2019

2020

2021

2022

2018

2019

2020

2021

2022

$16,200

$16,189$17,539

$18,19+

$17,977

$3,538

$3,530

$3,856

$+,023$+,116

$15,518

$15,705

$16,678

$17,611

$16,604

$5,246

$5,353

$5,999

$+,922

$4,940

AverageEmployerPremium

AverageEmployeePremium

“We’vedonedifferentthingstoourbenefitprograms,andaswe’vegottenalittlebitmorefamiliarwithCOVID,it’skeepingupthateducationandshiftingtowardsreallywhatisthecostofthistotheorganizationandtoouremployees.”

Benefitfocuscustomer

U.S.FoodManufacturerwith16,000employees

11

PPOHDHP

EmployeeOut-of-PocketCosts

Onaverage,growthinemployeeout-of-pocketcostexposurewaslimitedtotwopercentforHDHPsandlessthanonepercentforPPOs.IndividualHDHPshadthehighestincreaseforbothout-of-pocket(OOP)maximumsanddeductibles–anaverageoftwopercentandfourpercentrespectively.

Figure2.3:AverageDeductibleandOOPMaximumforIndividualCoveragebyPlanType,

2018-2022

SeeAppendixTable6

2018

2019

2020

2021

2022

2018

2019

2020

2021

2022

$2,195

$2,256

$2,239

$2,311

$2,404

$4,371

$4,391

$4,398

$4,443

$+,538

$3,153

$3,252

$3,251$3,226

$3,177

$87+

$885

$899

$902

$882

Deductible

OOPMax

0%10%20%30%40%50%60%70%80%90%100%

ImpactofCOVID-19onHealthCareCosts4

17%

61%

ofemployersreporteda

10+percentincreaseinhealthcarecostsduetoCOVID-19

ofemployeesbelieveCOVID-19willincreasethecostofhealthinsurance

4FeedbackLoopSurveySponsoredbyBenefitfocus:COVID-19VaccineTrackingandMandatesintheWorkplace,October2021

©2022.B,Inc.AllRightsReserved.

12

PPOHDHP

Figure2.4:AverageDeductibleandOOPMaximumforFamilyCoveragebyPlanType,2018-2022

SeeAppendixTable7

2018

2019

2020

2021

2022

2018

2019

2020

2021

2022

$8,604

$8,656

$8,618

$8,708

$8,772

$4,409

$+,581

$+,525

$4,684

$4,792

$6,77+

$7,076

$6,96+$6,959

$6,9+7

$1,901

$1,9++

$1,905

$1,9+7

$1,861

Deductible

OOPMax

0%10%20%30%40%50%60%70%80%90%100%

AfternearlytwoyearsofweighingtheimpactsofCOVID-19onhealthcarecosts,employerscontinuetoexperimentwiththerightbalanceofcost-sharing.Healthplanpremiumsandout-of-pocketcoststhoughareonlypartoftheequation.Gainingaccesstoclaimsdatawithpredictiveanalyticscapabilitiescanprovideadeeperunderstandingofemployees’healthandevaluatehowplandesignchangescandriveimprovedoutcomesandcostcontrol.

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13

Whichbenefitoptionsareemployeeselecting?

HealthPlanParticipation

Withthehigherout-of-pocketcostexposure,HDHPscanbeperceivedashighriskforemployees–anditappearsemployeesarelesswillingtotakethatriskastheCOVID-19pandemiclingers.

HDHPelectionsexperiencedasignificantdeclinein2022forthefirsttimeintwoyearswhenemployeesweregiventhechoicebetweenaPPOandHDHP.Thelimitedchangestoout-of-pocketcostsdiscussedintheprevioussectionmayalsohavemadePPOsmoreattractivethanHDHPsin2022.

Figure3.1:EmployeeHealthPlanParticipationWhenOfferedatLeast

OneHDHPandOnePPO,2018-2022

SeeAppendixTable8

60%

50%

40%

30%

20%

48%

HDHP

PPO

20%

10%

0%

20182019202020212022

©2022.B,Inc.AllRightsReserved.

1+

Figure3.2:HDHPParticipationbyGenerationWhenOfferedatLeastOneHDHPandOnePPO,2018-20225

SeeAppendixTable9

60%50%40%30%20%10%

0%

HDHPParticipation

PPOParticipation

20182019202020212022201820192020202120222018201920202021202220182019202020212022

GenerationZMillennialsGenerationXBabyBoomers

5Agegroupsuseinthisreport:GenerationZ(bornafter1997),millennials(born1981-1996),GenerationX(born1965-1980)andbabyboomers(born1946-1964).Traditionalists(born1945orbefore)werepurposelyexcludedduetoeligibilityforMedicare.

2+%

With24percentparticipation,millennialsremainthehighestadoptersofhigher-riskHDHPs.

15

FamilyIndividual

HealthSavingsAccounts

Healthsavingsaccounts(HSAs)allowemployeesenrolledinanHDHPtoinvestasetlimitofpre-taxfundsthatcarryoveryearafteryeartocoverqualifiedhealthcareexpenses.EmployerscanalsoinvestinemployeeHSAstoeasetheburdenofhigherdeductibles.Aswithallinvestments,employeesmustdeterminetheircontributionbasedontheirbudgetandneeds.

Withinflationhittinga39-yearhighin2021,employeeslikelyhadlessroomintheirbudgetstocontributetotheirHSA.6Onaverage,employeeselectedtocontributelesstoHSAsthisyearthantheydidin2021,atjust37percentofthemaximumcontributionlimitforfamiliesand48percentforindividuals.

However,whencombinedwithaverageemployercontributionsfor2022,familyHSAscovermorethanthreequartersoftheaveragefamilyHDHPdeductibleandindividualHSAscover99percentoftheaverageindividualdeductible.

Figure3.3:AverageAnnualEmployeeandEmployerHSAContributionbyCoverageLevel,2022

SeeAppendixTables10and11

$1,7+9

$637

$1,26+

AverageEmployee

HSAContribution

AverageEmployer

HSAContribution

$2,675

$960

$3,665

AverageGapto

MaxContribution

0%

10%20%30%40%50%60%70%80%90%100%

TheIRSset2022contributionlimitsforHSAs(employer+employee)at$3,650forindividualsand$7,300forfamilycoverage.

6BureauofLaborStatistics

Onaverage,employeeselectedtocontribute48percentofthemaximumcontributionlimitforindividuals.

©2022.B,Inc.AllRightsReserved.

Onaverage,employeeselectedtocontribute37percentofthe

maximumcontributionlimitforfamilies.

48%

37%

16

FamilyIndividual

Figure3.4:TotalHSAContributionsbyCoverageLevelasaPercentageofDeductibleandOOPMaximum,2022

SeeAppendixTables6,7,10and11

TotalHSA

$2,386

$+,538

$2,+0+

Contribution

Deductible

$+,792

$8,772

$3,635

OOPMax

0%10%20%30%40%50%60%70%80%90%100%

ThegenerationalbreakdownofindividualHSAcontributionsshowsusthatallagesaresavingmorethantheywerein2018,butonlybabyboomersincreasedtheircontributionsin2022.FamilyHSAcontributionsarealsodownacrossallgenerationsforfamilycoveragefor2022,andallgenerationsexceptGenZers

contributedlessthantheydidin2018.

Figure3.5:AverageAnnualEmployeeHSAContributionforIndividualCoverageby

Generation,2022

SeeAppendixTable12

BabyBoomer

GenerationX

Millennials

GenerationZ

2018

2019

2020

2021

2022

$0$500$1,000$1,500$2,000$2,500

©2022.B,Inc.AllRightsReserved.

17

Figure3.6:AverageAnnualEmployeeHSAContributionforFamilyCoveragebyGeneration,2022

SeeAppendixTable12

BabyBoomer

GenerationX

Millennials

GenerationZ

$0$500$1,000$1,500$2,000$2,500$3,000$3,500

2018

2019

2020

2021

2022

VoluntaryBenefitsParticipation

COVID-19madeunforeseeneventsarealityformany,whichcreatedademandforvoluntaryincomeprotectionbenefitslikecriticalillness,hospitalindemnityandaccidentinsurance.Asaresult,employeeadoptionofthesebenefitscontinuedtogrowacrossalltypesofbenefitsin2022,apartfromcriticalillness,whichdecreasedbysixpercent.Hospitalindemnityhadthehighestparticipationgrowthwithintheincomeprotectioncategorywitha14percentincreasewhilepetinsurancehadthehighestacrossthespecialtybenefitswitha17percentincrease.

Figure3.7:EmployeeParticipationinVoluntaryIncomeProtectionandSpecialtyBenefits,

2018-2022

SeeAppendixTable13

40%

35%30%25%20%15%10% 5%0%

CriticalIllness

VoluntaryAccident

Identity

Theft

Protection

LegalInsurance

PetInsurance

Hospital

Indemnity

2018

2019

2020

2021

2022

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18

19

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Voluntaryaccidentandcriticalillnessremainthetopselectedvoluntarybenefitswithparticipationratesat36percentand33percentfor2022.

Whencomparinghealthplanelectionstovoluntarybenefitsparticipation,PPOsubscribershadslightlyhigheradoptionthisyearformostbenefitsexceptforlegalinsurance.Thisisconsistentwiththetrendfrom2021,withcriticalillnesshavingthewidestmargininparticipationfor2022.

Figure3.8:EmployeeParticipationinVoluntaryBenefitsbyHealthPlanType,2022

SeeAppendixTable14

VoluntaryAccident

CriticalIllness

HospitalIndemnity

IdentityTheftProtection

LegalInsurance

PetInsurance

HDHPParticipants

PPOParticipants

0%5%10%15%20%25%30%35%40%

TheshiftinfavorofPPOsoverHDHPsalongwiththeuptickinparticipationforsomevoluntarybenefitsisaclearindicationthatemployees’prioritiesandneedscontinuetoevolve.Employersshouldcontinueeducatingemployeesabouthowdifferentcomponentsoftheirbenefitspackagecanworktogethertosupportthemphysicallyandfinanciallybothduringtheenrollmentprocessandthroughouttheyeartohelpemployeesgetthemostvaluefromtheirbenefits.

“Wefoundacoupleofthingsaddvaluetoemployeesduringthis

wholeCOVIDpandemic.Andthetwothingsthatemployeesvalue

rightnowiscriticalillnessandhospitalindemnity.Wehad50

percentparticipation.That’sthehighestI’veeverseen

onanynewplan.”

Benefitfocuscustomer

U.S.Energy&UtilitiesServiceProviderwith1,700employees

LookingAhead

ThetrendsweseehereareevidencethatthefundamentalchallengesofHRandbenefitshaveevolvedtoanentirelynewleveloverthepastyear.Tooptimizetheirinvestmentinemployeebenefitsmovingforward,therearethreekeyfactorsforemployerstoconsiderastheyadapttheirstrategy.

Complexityisn’tgoingaway.

Today’sjobmarketnecessitatesacreativeandextensivebenefitsprogram,butthatalsomeansmorevendorsanddatatokeeptrackofacrossaconsiderablenumberofsystems—ontopofeverydayadministrativetasks.

Effectivebenefitsolutionsmustprovidetheflexibilitytooutsourcetediousadministrativeworkwhilereliablyaccommodatingdataintegrationsforthegrowinglistofpointsolutionsandvendorsthatmakeupacomprehensivebenefitspackage.NotonlydoesthisgiveHRteamstheconfidencethateverythingisflowingasitshould,butitalsocreatesamoreseamlessandintuitiveexperienceforemployeestomanagetheirbenefits.

Theemployeeexperienceextendsbeyondopenenrollment.

Morethaneverbefore,employersneedtotakeadvantageofeveryopportunitytoshowthattheycareforandvaluethewellbeingoftheiremployees–fromonboardingandopenenrollment,tolifeeventchangesandeverybenefitsinteractioninbetween.

Abenefitsadministrationpartnerthatofferspersonalizeddecisionsupporttoolswithvisibilityintohealthcareclaimsandtargetedbenefitseducationcanhelpemployersdeliveramoreengagingandempatheticemployeeexperience.Thisexperienceshouldbeeasilytranslatedintoamobileapp,givingemployeestheconveniencetoaccessbenefitsinformationwheneverandwherever.

Costcontrolrequiresengagedemployees.

Thereisaplethoraofhealthplanprogramsandpointsolutionsdesignedtolowercostsandimprovepopulationhealth,butemployersneedawaytodriveutilizationforthesetacticstobeeffective.

Atthebareminimum,employersneedmulti-channelcommunicationtoolsthathelpthemencourageemployeestotakeadvantageofcommonhealthplanfeatureslikezero-costpreventivecareoptionsorlower-costtelehealthvisits.Takingitastepfurther,analyticstoolsthatintegrateclaimsdatacanprovideemployersinsightintowhattypesofprogramsareneededtoaddresstheiremployees’needswhilealsoproactivelyengagingemployeesintheirhealthwithtimelycommunication.Ultimately,thisguidanceandconnectioncanhelpimproveoutcomesandlowercosts.

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20

AbouttheData

TheStateofEmployeeBenefits2022wascompiledfromenrollmenttransactionsaggregatedacross

361largeemployers(1,000+full-timeemployees)withintheBenefitfocuscustomerbase,representingmorethan4.7millionemployeesintotal.Thedatawasevaluatedonananonymousbasis.Enrollmentrecordsincludebothactiveandpassiveenrollmentsmadebyavarietyofindustryroles(employee,carrierrepresentative,broker,benefitsadministrator,etc.)fromthefallof2017throughfallof2021foreffectivedatesofJanuary1,2018andJanuary1,2022.Thesemeasurementsarenotmeanttobeanationallyrepresentativesample,buttorepresenttheaggregateactivityforlargeemployersontheBenefitfocusplatform.DatawasalsocollectedfromBenefitfocus-sponsoredsurveysconductedthroughtheFeedbackLoopplatform.SurveysrelatedtotheCOVID-19vaccinemandateswerefieldedinOctober2021,whilevoluntarybenefitsurveyswerefieldedinJanuaryandFebruaryof2022.Largeemployersandemployeesfromlargeemployerswererecruitedforthesesurveys.

“Familycoverage”isdefinedascoveragelevelsthathadatleastoneemployee,onespouse/domesticpartnerandonechild.Forpremiummetrics,allaveragesareannualpremiumamounts.Alldollaramountshavebeenroundedtothenearestwholedollar.Allpercentages,withlimitedexceptions,havebeenroundedtothenearestwholenumberwithinthereportandsingledecimalwithintheappendix.Subscribers17yearsofageandyoungerhavebeenremoved.Thedataforinsufficientsamplesizeshasbeenwithheld.

AboutBenefitfocus

Benefitfocus(NASDAQ:BNFT)isacloud-basedbenefitsadministrationtechnologycompanycommittedtohelpingourcustomers,andthepeopletheyserve,getthemostoutoftheirhealthcareandbenefitprograms.ThroughexceptionalserviceandinnovativeSaaSsolutions,weaimtobethesafestsetofhandsforourcustomershelpingtosimplifythecomplexityofbenefitsadministrationwhiledeliveringanexperiencethatengagespeopleandunlocksthepotentialforbetterhealthandimprovedoutcomes.Our

missionissimple:toimproveliveswithbenefits.

Learnmoreat.

Benefitfocusisnotanactuarialfirm,andBenefitfocusisnotactingasanactuaryordetermininganyactuarialbasisforemployerbenefitofferings.Benefitfocusdoesnotunderwriteinsuranceanddoesnotgivelegaladviceregardingtheadequacyofcoveragelimitsortypes.Thisreportisnotasubstitutefortheadviceofanattorney,tax,actuarialorotherprofessionaladvisors.

Formoreinformation,visit

/state-of-employee-benefits

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21

Appendix

Allpercentageshavebeenroundedtoasingledecimal,andalldollaramountshavebeenroundedtothenearestwholedollarwithintheappendix.Inaddition,datatablesincludeyear-over-yearpercentchangebetween2021and2022,andsince2018forcomparison.

Table1:EmployerHealthPlanOfferings,2018-2022

PlanType