U.S. health care reform is here. Employers and their employees will be adapting to the new rules over the coming months and years. But employees have questions for employers right now.
How should employers respond?
Here are key messages to consider in developing a new communication plan for employees.
- Health reform is now law and employees have a lot of questions and concerns about how the new law will affect their benefits.
- Assure employees that their concerns are recognized and that you're working with your team of experts to identify and make changes required by the legislation.
- Little is changing immediately. As the requirements and implications of health care reform are worked through, employees will be kept up to date. Watch for more communication!
Continue to stress wellness and good health habits − these will be the cornerstone of health programs in the future and an important way of controlling costs.
We think the most common and immediate questions employees will ask in the short term, will be:
- Will the company's health plan cover my dependent child who's under 26?
- Can my coverage be dropped if I or my family get sick?
- Are there pre-existing condition limitations in the company's health plan? (This will be especially important for recruiting activities.)
Employer strategies and current plan provisions differ. Work with your health plan and advisors to be ready to answer these questions as they relate to YOUR plan and YOUR strategy.
Longer term, individuals will have greater access to health coverage, which will have important implications for an employer's ability to retain valuable talent.
There is a growing flood of information on the details of the health reform law − advisors, employer groups and health plan providers are briefing employers. Employers can use these resources to help address employees' concerns and develop strategies to respond this major legislation.
Now is the time to start on this long journey to the world of the new U.S. health care system.
