U.S. employers are increasingly using incentives to encourage participation in health screening programs, say new survey findings from Aon Hewitt.

However, many employers miss the opportunity to get employees to take action on their results to actually improve their overall health.

The survey of more than 2,000 employers found:

  • 84% now offer employees incentives for participating in a health risk questionnaire (HRQ);
  • almost two-thirds (64%) offer an incentive for participation in biometric screenings; and
  • just over half (51%) provide incentives to employees who participate in health improvement and wellness programs.

Cash is king
The use of monetary incentives, in particular, has increased dramatically over the past year. In 2012, 59% of employers used monetary incentives to promote participation in wellness and health improvement programs, up from 37% in 2011. The use of monetary incentives for participating in disease/condition management programs almost tripled in 2012, from 17% in 2011 to 54%.

Aon Hewitt says the survey shows a growing number of employers are beginning to link incentives to a result, as opposed to simply participating in a program. Of companies that offer incentives, 58% offer some form of incentive for completing lifestyle modification programs, such as quitting smoking or losing weight. About one-quarter offer incentives for progress or attainment made towards meeting acceptable ranges for biometric measures such as blood pressure, body mass index, blood sugar and cholesterol.

“Programs and tools—like HRQs and biometric screenings—can make employees more aware of their health status and of the opportunities to improve their health, but alone they won’t move the needle when it comes to health improvement and mitigating cost,” said Jim Winkler, chief innovation officer for health and benefits with Aon Hewitt.

“Incentives solely tied to participation tend to become entitlement programs, with employees expecting to be rewarded without any sense of accountability for better health. To truly impact employee behavior change, more and more organizations realize they need to closely tie rewards to outcomes and better results rather than just enrollment,” he added.

No participation, no benefits
Employers also are requiring more of participants in order for them to be eligible for enhanced benefits, such as value-based insurance designs (VBID). Of the 46% of organizations that incorporate some type of VBID approach in their health plans, almost one in three require completion of a HRQ or require participation in a program such as disease management or smoking cessation programs to receive the enhanced benefits. This is a 33% point increase from 2011, where nine out of 10 employers did not impose any requirements.

Missed opportunity
Despite increased employer interest in tying incentives to results, Aon Hewitt’s survey shows room for improvement. More than 80% of employers provide an incentive to complete a health questionnaire, yet less than 10% provide an incentive to address the results of the questionnaire. Additionally, more than 60% of employers provide an incentive to complete biometric screening, but less than 10% provide an incentive to take any action.

“Employers know that eight health behaviors, including risks such as lack of physical activity and failure to complete recommended preventive screenings, drive 15 chronic conditions that lead to higher medical costs and increased absence from work,” said Stephanie Pronk, clinical health improvement leader for Health & Benefits at Aon Hewitt. “An effective incentive strategy rewarding those who take action to improve their health is fundamental for improving health and reducing cost.”

Copyright © 2020 Transcontinental Media G.P. Originally published on benefitscanada.com

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