Article | February 2018
Mitigating the Impact of High-Deductible Health Plans
Over the years, employee benefits have changed drastically. Today, employers are migrating to high-deductible health plans (HDHPs) in an attempt to control costs in an industry where costs continue to rise exponentially.
Learn how to help ease the transition to a high deductible health plan by offering employer paid supplemental health solutions that provide additional financial protection for employees.
- Pew Research Center, “Breadwinner Moms.” Accessed December 2016.
- Cigna, “2016 Voluntary Benefits Consumer Survey.” September 2016.
GROUP ACCIDENT, CRITICAL ILLNESS AND HOSPITAL CARE INDEMNITY INSURANCE POLICIES PAY LIMITED BENEFITS ONLY. THEY DO NOT CONSTITUTE COMPREHENSIVE HEALTH INSURANCE COVERAGE AND ARE NOT INTENDED TO COVER ALL MEDICAL EXPENSES. THIS COVERAGE DOES NOT SATISFY THE “MINIMIUM ESSENTIAL COVERAGE” OR INDIVIDUAL MANDATE REQUIREMENTS OF THE AFFORDABLE CARE ACT (ACA). LACK OF MAJOR MEDICAL COVERAGE (OR OTHER MINIMUM ESSENTIAL COVERAGE) MAY RESULT IN AN ADDITIONAL PAYMENT WITH YOUR TAXES. THIS COVERAGE IS NOT A MEDICAID OR MEDICARE SUPPLEMENT POLICY.
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Individual and family medical and dental insurance plans are insured by Cigna Health and Life Insurance Company (CHLIC), Cigna HealthCare of Arizona, Inc., Cigna HealthCare of Illinois, Inc., Cigna HealthCare of Georgia, Inc., Cigna HealthCare of North Carolina, Inc., Cigna HealthCare of South Carolina, Inc., and Cigna HealthCare of Texas, Inc. Group health insurance and health benefit plans are insured or administered by CHLIC, Connecticut General Life Insurance Company (CGLIC), or their affiliates (see
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