Results from Business Group on Health’s 2026 Employer Health Care Strategy Survey 

If there’s one thing on employers’ minds, it’s healthcare costs. Can we blame them? In 2023 and 2024, employers faced the steepest consecutive cost increases in a decade, exceeding projections and leaving organizations at a significant cost disadvantage entering 2025, according to Business Group on Health’s 2026 survey.  

Costs show no signs of slowing. Without any changes to plan designs, the median projected cost increase for 2026 is trending at 9 percent, notes Business Group on Health. Is it any wonder, then, that employers report their top priority for 2026 is controlling healthcare costs, followed by making healthcare more affordable for both their organization and their employees?  

What’s Driving the Surge? 

One word: pharmacy. According to the survey, pharmacy accounted for 24 percent of employer healthcare spend in 2024. 79 percent of employers are witnessing an increase in obesity medications, such as GLP-1 drugs. Organizations also cite higher rates of cancer and growing use of mental health services as contributing to growing costs. Together with other market forces, these trends are fueling both higher healthcare prices and greater utilization across the system. 

Beyond implementing prior authorizations and offering reduced pharmaceutical rebates, more organizations are turning to alternative solutions to control spend and make overall healthcare coverage costs more affordable for both employer and employee. Let’s explore five strategies gaining traction in 2026 and beyond. 

1. Value-Based Care 

Lowering costs begins and ends with embracing a value-based healthcare model. By 2026, 88 percent of employers will adopt at least one value-based strategy, according to the survey. Whether through bundled payments or other arrangements, employers are prioritizing value – raising the standard of care their employees receive, and the care they pay for.  

With value comes accountability. Employers are challenging providers and vendors to deliver measurable outcomes and innovative approaches that improve health while enhancing the employee experience. Vendors be warned: 50 percent of employers are actively reassessing their partners, signaling a new era of accountability. Pharmacy benefit managers (PBMs) are also under the microscope.  

2. Centers of Excellence 

The focus on value is fueling interest in solutions like Centers of Excellence (CoEs). The survey shows nearly nine out of 10 employers are pursuing new care delivery models, with CoEs topping the list. In a value-based model, CoEs reward providers for outcomes and efficiency – not just volume. Directing members to these centers ensures they receive specialized, high-quality care that leads to faster recoveries, higher satisfaction, and more bang for the healthcare buck. Looking ahead, musculoskeletal, cancer, and cardiovascular CoEs are expected to see the highest growth in 2027–2028.   

3. Care Navigation 

Care navigation ensures employees receive the right care, at the right time, in the right setting. This reduces waste and duplication of care. Some studies suggest community care navigation likely results in a reduction in unplanned hospital admission rates within 12 months, compared to usual care. By guiding members to high-quality, cost-effective care pathways and reducing expensive hospitalizations, navigation improves the employee experience while lowering overall costs – a win-win for both employers and their workforce. 

4. Alternative Health Plans

Alternative health plans are another strategy employers are embracing. These plans steer employees to providers who deliver better outcomes at lower costs, often offering lower copays, tiered networks, and bundled payments. Forget the labyrinth of unnecessary specialists and costly referrals – in 2026, it’s all about efficiency.  

Adoption of alternative plans is growing: employers offering non-traditional plans are expected to rise from 17 to 24 percent in 2026, with another 36 percent considering adoption for 2027–2028, according to the survey. By embedding value-based principles into network designs, these plans prioritize advanced primary care and guided navigation, delivering greater value while making high-quality, affordable care easier for employees to access.  

5. Advanced Primary Care

Finally, the ultimate answer to lower costs may lie in advanced primary care, which ranked third in employer adoption of delivery models. By 2026, a majority of employers — 61 percent, to be exact — plan to implement at least one advanced primary care strategy. This team-based, proactive approach emphasizes the member-provider relationship, coordinates acute and chronic care, and aims for better outcomes, lower costs, and improved clinician and patient experiences.  

With growing recognition of its benefits, advanced primary care is expected to gain even more traction in 2027–2028, positioning it as a central component of employers’ strategies to deliver higher-quality, value-driven care to their workforce. 

Bottom line: Employers are facing rising healthcare costs, but by embracing strategies like value-based care, Centers of Excellence, care navigation, alternative health plans, and advanced primary care, they can get a handle on out-of-control costs. In 2026 and beyond, the companies that focus on value, accountability, and innovation will be best positioned to thrive. 

Want to learn how your organization can reduce healthcare costs while improving employee health and satisfaction? Contact Premise today. 

Selecting employee benefits is one of the most important decisions you can make for your organization. It’s also one of the most expensive. After wages, healthcare benefits are the second largest expenditure for employers. Many companies don’t scrutinize their healthcare spending with the same level of attention as they do other major expenses. That’s why it’s important to “futureproof” your employee benefits, so they stand the test of time. Here are a few ways to consider positioning your healthcare strategy so it remains relevant in the future.  

The underlying goal of health benefits is to foster a healthier workforce. The Consolidated Appropriations Act (CAA) of 2021 mandates the Chief Financial Officer or appointed fiduciary act in the best interest of their employees, ensuring they reap the rewards of their benefits offerings. While navigating this regulation may seem overwhelming, it presents an opportunity to enhance the quality and value of your healthcare benefits. By aligning your strategy with legislative requirements, you can ensure compliance and build a benefits plan that not only meets, but also anticipates, the needs of your employees. 

With this legislation in mind, organizations will want to ensure their healthcare spending is effectively supporting their population. This requires greater transparency and more in-depth data analysis than in the past. The most effective way to demonstrate cost and quality in healthcare is through claims data analysis, which requires collaboration with healthcare partners who can securely manage and analyze this data.  

Employers that utilize data to measure the value of their benefits in turn better support their employee population. Data analysis supports enhanced reporting on total cost of care, offering detailed insights into member heath trends, service utilization, and program effectiveness to continuously inform improvements and strategic decision-making.  

Part of futureproofing your healthcare benefits means recognizing that what your population needs today isn’t what they’ll likely need next year. That’s another benefit of drilling into your data. When employers look at the past needs and behaviors of their employees, they can get a clearer picture of the care and support they need now — and what they might need down the road. This helps organizations create benefit strategies that are not only detailed but truly relevant, meeting people where they are with the right care.  

Population health insights — like those derived from claims data — not only contribute to effective care management, but they also support organizational financial sustainability. That’s because claims data provides you with insight into your healthcare costs. One large employer utilized Premise Health’s services and found their mental health spending for their employees was rising 51% per year. With that trend, Premise projected they’d spend more than $2.5 million on mental health care by 2025. Because the data showed their mental health spend was higher than the benchmark, they worked with Premise to create a strategy for addressing employee needs in a lower-cost environment and make the most of their existing health center investment.  

A positive healthcare ROI not only provides good care for employees but also ensures organizational sustainability. Costs for employers are projected to rise through 2028, making it essential to maximize the value of your employee benefits. It starts with leaning into the benefits you know are working in improving the health of your people. There may be nuances across populations, based on their location, job role, and demographics. No matter the offering, it’s about designing benefits in a way that makes primary care the foundation. 

As leader, you’re regularly looking at the total cost of care for your employee population. That number rises with emergency room visits, hospitalizations, and chronic disease care. Primary care – good, quality preventive and routine care – can lower your total healthcare costs. That was evidenced in a representative, claims-based analysis of approximately 207,000 eligible lives by Premise. It showed employers and unions save an average of 30%, or $2,434, on the total cost of care for members and dependents attributed to a Premise onsite or nearsite wellness center, compared to those members and dependents who access care in their communities.   

By ensuring compliance with the CAA, promoting transparency through claims data analysis, and striving for a positive return on your healthcare investment, you can build a benefits strategy that meets the needs of your workforce now and in the future. To further enhance your journey toward better benefits and better value, consider partnerships that align with these goals.  

If you’re interested in bettering your benefits offerings by partnering with Premise, contact us today.    

Anyone that’s experienced poor healthcare knows that not all care is created equal. But if your organization is evaluating new benefits, how can you be sure you’re offering the highest quality care for your people? Luckily, there are independent third-party organizations like the Accreditation Association for Ambulatory Health Care (AAAHC) that do the research and accredit only the best in the industry. 

This accreditation is a mark of excellence that demonstrates a healthcare organization’s commitment to providing safe, high-quality services. In addition to being a sign of trust to consumers, this type of accreditation is also recognized by federal and state agencies, insurance companies and payers, and other healthcare networks. Getting accredited is a large undertaking for a healthcare organization that involves gap analysis, extensive staff training, thorough onsite evaluations, action planning, and more. In this blog, we will explore the value of partnering with an AAAHC accredited organization and why this accreditation is important for employers to be aware of. 

How Organizations and Their Members Benefit from Accredited Primary Care 

The benefits realized from an accredited primary care partnership extend far beyond the label; it also means a better member experience, a foundation of trust with providers, and much more. Let’s dive into how organizations and their members can directly benefit from an accredited partnership. 

Improved care quality 

Above all else, the AAAHC accreditation is a measure of quality. Exceptional, value-driven care is the basis on which these nationally recognized standards were established. This type of care means members feel cared for as human beings and have a primary care provider that supports them in reaching positive health outcomes. Better health outcomes for members, or getting well faster, also means less unnecessary or duplicative care.  

And when members are healthier, we know that organizations see an overall reduction in medical spend. Our recent claims-based analysis across our book of business showed just that, with organizations saving an average of 30% on their total cost of care when members were attributed to Premise for high-quality primary care. 

Better member experience 

With member-centered care and patient safety as the focus, the difference in the primary care experience delivered by an AAAHC accredited organization can be felt every step of the way. Whether it’s a kind greeting upon arrival or spending more time with the provider than in the waiting room, it becomes clear that this is healthcare as it should be.  

What do employees do when they feel well taken care of by their employer? They generally find more reasons to stay. In fact, one study showed that 78% of employees would look for a new job if their benefits package was inadequate. More importantly, health benefits were so crucial that only salary ranked higher in importance. This underscores the idea that a better member experience with primary care benefits could have a positive impact on turnover for the organization. 

Setting An Example 

Once members have access to a great primary care experience, they start to compare it to the other healthcare benefits they’ve experienced. Even if other workplaces offer employer-sponsored care, they may not have the advantage of being partnered with an accredited organization. When employers choose to go the extra mile on a healthcare partnership, this demonstrates commitment to employee wellbeing that is recognized by members and beyond; this is third-party validation that signifies that the organization prioritizes workforce health. While other employers spend time and resources to convince prospective employees of the value of their benefits, those that partner with accredited organizations let the proof speak for itself 

Trusted providers 

When members visit an accredited health center, they can rest assured that they’re getting the best care available. Gone are the days of wondering if their primary care provider will have enough time to listen to their issue and can be trusted to handle their needs. Members will find peace of mind in knowing they have a reliable medical home, where a quality care team provides comprehensive, evidence-based care quarterbacked by their primary care provider. Having a trusted foundation to build the patient-provider relationship is an important step on the journey to better health for your people. 

Better coordination of care  

Often care can’t and shouldn’t wait, especially for potentially serious conditions. So why are so many people delaying or skipping care all together? Besides the obvious cost factors, it could be that the average wait for a new patient appointment is 26 days. When your people can access care through an accredited organization, they don’t need to worry about the hiccups they’ll likely experience in the community. Improving operational efficiency and maintaining patient satisfaction are cornerstone metrics accounted for by the AAAHC, meaning members are the priority and their healthcare issues are resolved quickly. When referrals to specialty care are needed, warm handoffs and follow ups from their care team are the standard. 

Employer commitment 

There are many factors to consider when evaluating an offer of employment; even four years after the pandemic, employees are still 26% more likely to accept a role based on health and wellness benefits that are offered. Partnering with an AAAHC-accredited organization shows both candidates and current employees that their career will be supported by a high-quality healthcare resource, backed by accreditation from a third-party entity. The only thing more exciting than a new job opportunity is knowing the employer is also committed to keeping them healthy.  

Premise Health’s Multi-Site Accreditation 

When offering employer-sponsored healthcare to your people, partnership with an AAAHC accredited organization yields many benefits both for your company and its people. Employers can expect a reduction in total cost of care due to improved care quality, reduced turnover from a better member experience, and show a demonstrated commitment to the organization’s wellbeing by working with a accredited partner. Members gain peace of mind from trusted provider relationships, enjoy better coordination of care through the medical home, and can feel secure in knowing that their organization cares about their long-term health and wellbeing. 

In 2022, Premise Health once again received AAAHC accreditation for 100+ sites across the United States. By delivering a variety of services including our primary care medical home model, the basis for advanced primary care, we partner with organizations to ensure their people receive best-in-class healthcare to help them get, stay, and be well. 

Read more about Premise Health’s multi-site accreditation or contact us to see why healthcare is better with Premise. 

The first of the year signals another chapter in healthcare benefit offerings. And for many employers, the turn of the calendar brings new beginnings and new goals. Here’s a look at three growing healthcare trends that benefits managers should be aware of moving ahead.  

Family premiums for employer-sponsored health insurance rose 7% this year, according to findings from Kaiser Family Foundation’s 2024 Employer Health Benefits Survey. This is the second year the cost of health insurance has risen 7% for organizations, a growth rate not seen in more than a decade. 

So, what’s driving up costs? A large chunk is driven by pharmacy increases. From 2021 to 2023, the median amount of healthcare spend on pharmacy rose from 21% to 27%. Unsurprisingly, these pharmaceutical costs are in large part due to the increased demand for GLP-1s to treat chronic diseases like diabetes and obesity. But trending GLP-1s aren’t the only drugs driving up costs. Both cancer and musculoskeletal conditions remained the top two cost drivers, with cardiovascular conditions as the third costliest.  

These figures mean more employers need to boost early screenings among their employee population, as well as other preventive health measures such as increasing primary care visits. Employers can make it easy for their people to receive more preventive care by offering an onsite or nearsite wellness center as an employee benefit, helping reduce expensive downstream costs for employers while improving the health of their people. 

In the past, many employers opted to increase healthcare cost sharing, believing it would encourage employees to be smarter consumers and avoid unnecessary care. What resulted was many employees avoided going to the doctor altogether. But now, more organizations are recognizing that sharing costs has proven unsustainable for their employee populations. 

A growing number of large employers are taking tangible steps to shield lower-wage workers from rising healthcare costs. According to WTW’s 2024 Best Practices in Healthcare Survey, more than half of employers surveyed (52%) plan to implement programs that will reduce total costs, and just as many (51%) intend to adopt plan design and network strategies that steer to lower-cost, higher-quality providers and sites of care. Only 34% expect to share costs with employees through premium contributions.  

Advanced primary care is another solution employers are considering to reduce total costs without limiting healthcare access. This care model makes primary care the foundation, which saves employers and their employees money. At Premise Health, our claims-based analysis of over 207,000 lives showed that organizations save an average of 30%, or $2,434, per member per year on the total cost of care for members and dependents attributed to a Premise onsite or nearsite wellness center, compared to those who access care in their communities. And it isn’t just employers that are reaping the benefits: our members are spending about $290 less on average for their healthcare each year.  

It’s no secret that behavioral health conditions are on the rise nationwide. In 2022, 23% of adults received mental health treatment, up from 19% in 2019. To meet this growing demand, an increasing number of organizations are focused on improving appointment access and eliminating cost barriers for those seeking mental and behavioral health treatment. Over 76% of large employers in Mercer’s National Survey of Employer-Sponsored Health Plans said improving access to behavioral healthcare will be a priority over the next few years, exploring options such as no- or low-cost virtual counseling, eliminating out-of-network barriers, and the use of onsite counselors. 

Another solution is to integrate behavioral health into primary care through an onsite or nearsite wellness center, a trend more employers are implementing into their benefit offerings. Research indicates that primary care physicians are ideally situated to identify and treat behavioral health needs in a timely manner. When these two types of care are integrated in one convenient place, primary care physicians can connect patients directly to behavioral health services. This makes it easier for them to track how patients are doing and connect them to any extra resources they might need. 

Behavioral health integration with primary care can also encourage treatment adherence, improve symptoms, and lower healthcare costs. In a Premise study we found that when members attributed to both Premise primary care and behavioral health, employers saved $5,377 per member per year — a substantial 48% reduction in total cost of care. Research also found that Premise behavioral health-attributed members were more likely to engage with primary care, allowing for better preventive care and lower costs. 

As we head into the new year, it’s important for organizations to consider the impact these trends will have on their bottom line. Bracing for impact is one thing, but having a strategic plan to offset healthcare costs that continue to rise is another. Premise partners with large organizations to deliver high-quality, advanced primary care that actually helps cut healthcare costs for you and your people, while giving your employees a unique, value-driven healthcare experience. 

Contact us today to learn how Premise can partner with your organization.  

Let’s face it: the traditional healthcare system doesn’t work. Rising medical costs and a shrinking provider workforce make it hard to see a doctor. In fact, nearly 1 in 3 Americans lack access to a primary care provider, according to a report from the National Association of Community Health Centers. This decrease in primary care utilization illustrates a major gap in our system. Not only does it lead to poor health outcomes for patients, but it also creates higher costs for employers.  

If the traditional healthcare system doesn’t work, what does? Healthcare models like advanced primary care are designed to reduce costs for employers by improving access, integrating other types of care, and increasing primary care visits.  

Great Experiences Lead to More Primary Care 

Traditional healthcare isn’t known for its convenience. Long waits, short appointments, and large bills have led to patient burnout. But healthcare is different when employers and unions prioritize primary care. Direct healthcare models offer a patient-first approach and accessible primary care appointments through onsite or nearsite wellness centers. They also can connect patients to 24/7, on-demand virtual care. Meeting patients where they are so they can get the care they need, when they need it, makes it more likely a patient will make an appointment instead of delaying their care. 

According to the Primary Care Collaborative, primary care ​accounts for 5-7% ​of healthcare spend, yet influences up to 90% of total healthcare costs. For employers, unions, and other self-funded organizations, making primary care easy-to-access means your people are getting more primary care for health issues they may have otherwise ignored, which drives down your total healthcare costs in the long run. Accessible care also means your employees or members are missing less work, so there are no disruptions to your business operations. 

Integrated Advanced Primary Care Addresses Needs Early  

Advanced primary care is an integrated healthcare model that brings together primary care, virtual care, behavioral health, pharmacy, Care Management, and Care Navigation. When your employees have access to multiple types of care all under one roof, there’s no longer a need to seek costly care in the community. A one-stop-shop means your people are receiving in-network care from a coordinated team that knows your benefits package. If specialty care is needed, a dedicated care navigator can recommend a high-quality, low-cost facility to avoid wasteful medical spend and duplicative care down the road. And with costly chronic conditions on the rise, having the support of a care manager helps your members stay on top of their medication and care plan, helping them get healthier, quicker – while avoiding costly trips to the hospital. 

In an advanced primary care model, providers have access to data-driven insights that help them provide high-quality, cost-effective care. When they can see the full picture of members’ health, providers and analysts can help you address high healthcare costs by identifying your biggest areas of spend and high-cost, high-risk members. With this information, care teams are better equipped to educate members on where to go when they need care and help them avoid serious, disruptive medical events that carry significant health concerns and increase costs. 

More Primary Care Means Less Emergency Care and Inpatient Admissions   

Studies show that primary care assists with the early management of health problems. Increasing the rate of preventive visits, and focusing on value over volume, helps decrease expensive downstream care needs like emergency room visits and hospital admissions. Primary care providers can also recommend relevant annual exams and screenings, which can further help their patients stay out of the hospital. This will ultimately impact your bottom line by avoiding expensive procedures and hospitalizations.  

In a claims-based analysis of over 207,000 lives across 26 employers and unions, the data showed a 20% increase in the overall utilization of primary care, which led to a 52% reduction in inpatient hospital admissions and a 17% reduction in emergency room visits. It’s clear that easy access to primary care leads to better engagement, positive health outcomes, and higher cost savings for employers by addressing health issues early. 

When people get more primary care, the healthcare system works better. At Premise Health, our advanced primary care model is healthcare working the way it should. Our recent industry-leading, claims-based analysis showed employers save an average of 30%, or $2,434, on the total cost of care for members and dependents attributed to a Premise onsite or nearsite wellness center, compared to those members and dependents who access care in their communities.  

To learn more about how Premise’s advanced primary care model can positively impact your bottom line, contact us today.  

Let’s cut to the chase: your population health insights, such as claims data, can be one of the most valuable resources in the pursuit of better healthcare for your employees. It gives an accurate picture of where your people are getting care, what types of care they’re receiving, when they aren’t getting care, and how much it all costs.

Equipped with this information, you can use it to refine and improve your healthcare benefits strategy. Let’s look at four ways you can use this data.

Optimized Care

When claims data is shared with a member’s primary care team — particularly a dedicated advanced primary care partner — they’re able to ensure the member gets the appointments and care they need, when they need it. Primary care teams can optimize care around your members by conducting follow-ups, refining treatment plans, and providing medication support, which leads to better health outcomes and lower costs. Seeing instances like missed prescriptions or skipped visits means care teams can better support members in a more meaningful way.

Strategic Insights

Population health insights provide a “big picture” view of your population’s healthcare needs. With safe and secure access to this data, both data analysts and providers can help close care gaps. For their part, analysts examine the historical needs and behaviors of your members to paint a detailed picture of the kinds of care and support they need now and may need in the future. This analysis empowers organizations to develop detailed and highly relevant benefit strategies that meet people where they are with the types of care they actually need. Without this data, organizations waste time and money by only being able to guess at which types of care are best for their people.

When providers have access to this data, they’re able to see when members are getting care in the community, like in the emergency room, for conditions or symptoms that could have been handled at your health center or Digital Wellness Center. With this information, they’re better equipped to educate members on where to go when they need care. Not only does it provide a member experience because they can receive care quicker, but it also positively impacts your bottom line by avoiding costly trips to the ER.

Engaged Members

For most organizations, healthcare costs are driven by a small segment of their populations. Claims data lets you take a closer look at this population to see what high-cost conditions they are dealing with or potentially at-risk for. You can then work with your healthcare partner to proactively engage those members and encourage them to visit the wellness center to keep their health on track. This tailored outreach helps them avoid serious, disruptive medical events that carry significant health concerns and increase costs for you and the member. Proactively engaging your high-cost, high-risk members not only helps them stay healthy, but it also provides a better, more personal healthcare experience.

Population Equity

Large organizations have highly diverse populations. The environments your employees live and work in won’t all be the same. Some people may face barriers to using their healthcare that others don’t. For example, an employee may skip care because of a language barrier, or they may worry about finding reliable transportation to the clinic. Your population health insights can highlight who isn’t getting care, empowering you and your health center teams to start closing the gaps. The result? Increased access to equitable, relevant care for every member of your population.

Making the most of your claims data requires a thorough analysis and the ability to refine and implement new strategies. This information can make good healthcare great, and great healthcare exceptional.

To learn how Premise Health can help you analyze and leverage your population health insights, get in touch today.

In the world of workplace wellness, occupational health professionals are essential to maintaining a healthy, safe, and productive workforce. At Premise, two such experts, Debra Mayo, and Cindy Joffrion, exemplify this commitment. Debra, a corporate occupational health nurse for a pharmaceutical company in the Boston area, and Cindy, a group health center manager and family nurse practitioner for a defense contractor in Dallas-Fort Worth, each bring unique skills to their roles.

Corporate Occupational Health Nurse

Debra brought nearly 35 years of experience as a registered nurse to Premise when she joined the team in 2022, following a lift-out at her client pharmaceutical site from a legacy vendor. Beginning her career in a traditional hospital setting, Debra has since transitioned into the role of corporate occupational health nurse. Based in Boston, MA, she supports field-based and virtual members across the country, ensuring top-tier injury management with a focus on safe return to work and reduction of lost time. Beyond her role at Premise, Debra contributes her expertise as a member of the Massachusetts Association of Occupational Health Nurses Board and leverages her credentials as a board-certified nurse coach to enhance the experience for both employees and clients, from initial contact to resolution.

 

Group Health Center Manager and Family Health Nurse Practitioner

Cindy has built an impressive 11-year career as a nurse practitioner, having first entered the healthcare field as a registered nurse. Over the years, she has honed her expertise across various areas, including urgent care and family medicine. Her journey led her to working for a defense contractor in Grand Prairie, TX, where she then transitioned to Premise, taking on the role of group health center manager. Today, Cindy oversees five onsite occupational health centers, working closely with each site’s health center manager (HCM) ensuring they operate efficiently and provide high-quality care. Alongside her managerial duties, Cindy also serves as a clinical instructor at the University of Texas at Arlington and McMurray University, sharing her knowledge and experience with the next generation of medical professionals. Additionally, Cindy serves as co-chair of the American Association of Occupational Health Nurses (AAOHN) practice committee, where she helps develop position statements and contributes to occupational health-related writing. Both Premise and AAOHN have supported Cindy in expanding her knowledge by providing resources and review classes to help her prepare for and pass the exam to become a Certified Occupational Health Nurse-Specialist (COHN-S).

While they operate in different capacities and support distinct organizations, Debra, Cindy, and all our occupational health providers at Premise are united by their dedication to delivering high-quality care and exceptional experiences for both members and clients. We had the privilege of speaking with Debra and Cindy to explore their professional journeys, understand their current responsibilities, and learn how they consistently create outstanding experiences in their work.

What are the key responsibilities in your role?

Debra

As an occupational health nurse, my responsibilities include administrative case management of workers’ compensation injuries, reinforcement of injury reporting and prevention initiatives, as well as comprehensive support for employee well-being and client objectives. Additionally, I assist at two off-site locations with their remote safety which may include ergonomic support.

When a field-based team member sustains an injury, I take charge of follow-up communication, bridging the gap between the employee, third-party workers’ compensation providers, and often the client’s HR and management. My role extends from the initial injury notification to case closure. Furthermore, I facilitate biweekly workers’ compensation team meetings, ensuring alignment with our occupational health team and the client’s stakeholders. By tracking and reporting Lost Time incidents due to work-related injuries, I serve as a liaison for the team, promoting informed decision making.

Cindy

As a group health center manager, I directly supervise five health centers nationwide. I serve as the primary point of contact for these centers, providing information and support to help develop their individual roles and support teams. My key responsibilities include staying current on site metrics (such as financials, utilization goals, and variances) and ensuring a thorough understanding of their implications. Additionally, my role involves reacting promptly when clinical operations introduce new initiatives. I translate this information for the HCMs at the sites I oversee and assist them in implementation.

How do you interact with other occupational health nurses, case managers, or health center managers?

Debra

With my position being fully remote, effective communication is essential. I regularly engage with client leadership, our Premise Health director of client operations (DCO), and our terrific team.

Recently, with my DCO’s support, I introduced a monthly ‘Occupational Health Tips, Tricks, and Trends’ interactive team meeting, which has been both fun and useful for the larger group. Different data is required for various organizations such as OSHA so helping support and organize this is crucial. The only way the client sees actual progress is through the data so it’s very important for it to be aligned and have buy-in from all parties. I truly believe that a good nurse is a great detective, so I never shy away from asking questions to uncover the “why” when possible.

Cindy

In my role, I prioritize maintaining open communication among HCMs, registered nurses (RNs), and myself. At this client, Occupational RNs handle case management, surveillance testing and examinations directly, making these check-ins even more crucial.

Occupational health nurses often possess knowledge beyond what you’d find in a typical clinic. I actively support their growth through mentoring and education, leveraging my successful track record as an instructor at UT-Arlington and McMurray University. These opportunities allow me to regularly engage with aspiring nurses and share my expertise.

How do you feel your role makes a difference for both members and providers?

Debra

I feel incredibly fortunate to be in my current role, where I can demonstrate our team’s value by making a difference for our members. Navigating the complexities of occupational health can be challenging for individuals, and I believe our members truly appreciate the benefits we provide.

Utilizing my role to address Lost Time questions and needs has also been pivotal. Whether it’s liaising with absence management vendors, workers’ compensation providers, client HR stakeholders, or fellow Premise Health team members, I’m grateful to serve as that bridge. I encourage other occupational health clients to consider creating a similar role—it supports both members and providers in numerous ways.

Cindy

I believe in doing things the right way and ensuring our members’ satisfaction. In my role, I achieve this by improving the quality of care and standardizing practices across all the sites I oversee. Regardless of the site, members should receive consistent care. Occupational health provides a unique opportunity for me to establish personal connections with our members, and I truly feel like they value my availability and responsiveness to their concerns. As a peer, providers recognize that I advocate for them. My goal is to support our providers in their roles, allowing them to focus on their work while addressing any necessary adjustments.

What motivates you to do your best in your role every day?

Debra

The meaningful work we do inspires me every day to excel in my role. The feedback from those I assist reinforces its importance, and I’m incredibly grateful for the opportunity. This year, I stepped out of my comfort zone to champion occupational health, and I’m nearly finished with an online Master of Nursing program which has been a rewarding journey. My goal is to leverage my studies and expand into population health at Premise to support even more members.

Cindy

My father ingrained in me the importance of always striving for excellence. His motto, ‘Complacency is mediocrity,’ drives me to ask questions and understand the ‘why’ behind issues. He truly taught me to know what I don’t know already and never be afraid to ask questions. In my current role, I’m constantly working toward goals for our members and my team with this in mind, which keeps me engaged with those around me on a consistent basis.

What has been the biggest surprise in your responsibilities that people may not think about?

Debra

Many people fail to fully grasp the multifaceted nature of occupational health work and the specialized field it represents. Remotely working makes it crucial for me to be intentional in my interactions with peers, particularly those I don’t engage with daily. My actions or inactions can greatly affect the client members or leadership, so I don’t take that for granted and work very hard on clear communication.

Cindy

Data management plays a crucial, often overlooked role in my job. I regularly analyze health center performance metrics. These behind-the-scenes efforts are vital for maintaining accurate records, ensuring regulatory compliance, and safeguarding our members’ privacy. By understanding this data, I know what is going on before talking with key stakeholders, and it assists me in assessing workload and gauging the morale of the larger team.

Motivated Professionals by Your Side

Our conversations with Debra and Cindy have illuminated their professional journeys, current responsibilities, and the consistent excellence they bring to their work every day. Despite their diverse responsibilities, they share an unwavering dedication to delivering top-tier care and exceptional experiences for both members and providers. Our commitment extends to the occupational health provider team at Premise, evident in our recent Employer Recognition Award from the American Board for Occupational Health Nurses (ABOHN).

Premise is dedicated to every facet of occupational health, from preventive measures to treatment and recovery. When injuries do happen, partnering with Premise can significantly enhance your employees’ and business’s recovery efficiency. According to an analysis of Occupational Safety and Health Administration (OSHA) data, Premise Health clients saved an average of six lost workdays per case. Our occupational health providers are committed to delivering effective treatment that helps employees return to work safely and swiftly. Ready to bring amazing member experiences to your people? Get in touch today to learn more about adding occupational health to your workplace benefits.

Are your virtual healthcare benefits meeting your members’ needs? With 74% of physicians now working in practices that offer telehealth services—an increase of nearly threefold since 2018—chances are your people are likely seeking them out. Although the initial surge in telehealth was driven by pandemic necessity, the convenience and accessibility of virtual care continue to make it a preferred choice for many.

This shift benefits both employers and employees, but it also raises a crucial question: How can you identify the virtual primary care solution that will deliver the most value to your organization and the best care to your people? This blog will explore the differentiators that employers should consider when evaluating a virtual primary care solution.

What Features Should I Be Looking For in Virtual Primary Care?

Great virtual primary care goes beyond just the convenience of the digital space; it should make time-consuming tasks like scheduling, communication, and continuity of care more efficient. It should also keep users’ sensitive information safe and facilitate a smooth transition when in-person treatment is necessary. Minimal barriers to access and a seamless user experience are key differentiators in an effective virtual primary care approach.

 

Preventive care is crucial to long-term wellbeing, and the fact of the matter is, medical issues shouldn’t wait. Unfortunately, it can currently take up to 26 days for a new patient to see a physician. It goes without saying that this is far too long, and in many cases, results in the use of high-cost alternatives such as urgent care or the emergency room. Health issues rarely arise when it’s convenient, and that’s why being able to access a primary care provider at any time is essential.

Whether it’s the middle-of-the-night concern, a medical question while on vacation, or just a simple daytime checkup, members should be able to get care when they need it. In addition to receiving care immediately, the ability to pre-schedule appointments and fit care into members’ busy lives also helps improve access for many people. Timely primary care visits can prevent minor issues from becoming major health crises, reduce the need for emergency interventions, and ultimately lower healthcare costs.

 

Healthcare records can contain multiple pieces of sensitive data, including everything from personal identifiers to medical history and treatment records. As a result, they are highly sought-after pieces of information for cyber criminals during attempted data breaches. In 2023, there were 725 data breaches within various healthcare companies that affected more than 133 million medical records. In today’s world of advanced technology, security is not something to be taken lightly.

Healthcare companies with accreditations such as HITRUST CSF® are certified in meeting regulatory requirements and have proven that their electronic health record is secure. This demonstrates a commitment to appropriately mitigating risk and protecting their information. Trusting an organization with your people’s information is a large undertaking, so relying on an entity that is accredited and regulated is an important step in keeping their data safe.

 

Simple is better; the ability to manage all primary care needs in one place is also an important feature of a great virtual offering. Scheduling appointments, filling out forms, viewing records, and other tasks can be potential barriers to care if they are too complicated to complete. A recent patient survey showed that in 2022, 61% of patients skipped going to the doctor because scheduling an appointment was too much of a hassle. Instead of utilizing multiple different platforms to ultimately achieve the same goal, a central member portal helps streamline the experience and close potential care gaps.

Don’t know where your immunization record is? That should be a just few short taps away. Lacking quick access to a printer to fill out forms? No problem, you can complete and send them to the provider digitally. Need to move an appointment around without making the time to call? Shouldn’t take more than thirty seconds. These are the types of features that make it easy for members to keep their health a priority and prevent them from opting out of care due to complexity.

 

What happens when care can’t be delivered virtually? While many primary care needs can be met in the digital space, there are cases where in-person appointments are necessary. In typical circumstances, this puts the onus on the member to re-explain their medical history and current ailment to a new provider. This is an exhausting and time-consuming process for all parties involved; members should never feel like they’re “starting over”. A better solution is one that integrates virtual and in-person care to help drive the best outcomes and most value for users.

Picture this: the issue discussed at a virtual appointment is already understood upon checking in for the in-person visit. There is no new paperwork and no explaining to do. Care is given efficiently, and follow-up information comes directly to the same integrated portal. At the next virtual appointment that comes around, the virtual provider knows what care was given at the health center and can even message the in-person provider to collaborate. How easy is that? Quality coordination of care between virtual and in-person touchpoints is key to a seamless member experience.

Your Search For Better Virtual Primary Care Ends Here

Not all platforms are created equal. Premise Health’s virtual primary care solution offers all the above, and more. Besides setting ourselves apart with innovative technologies and security features, we ensure that members have the same level of access whether they live in a bustling city or rurally. We believe your geographic location should not affect the quality of care available. And when in-person care is needed, the transition to one of our onsite or nearsite health centers is seamless. Our model focuses on a whole-person approach and prioritizes the long-term health of members, so we can help them get, stay, and be well.

Contact us to learn how to get started with quality virtual care for your employees.

Source:  HITRUST CSF® is a registered trademark of HISTRUST protection standards organization

Stories about hard-to-use healthcare are all too common. Unfortunately, these poor experiences can make people skip getting the care they need, putting them at risk for worse health down the road.

Organizations can take steps to improve healthcare experiences for their members, putting them on the road to better health, instead of worse. There are many ways to create better healthcare for your members. Let’s look at an important option that, while in the background, can make a noticeable difference – healthcare data exchange.

Healthcare data exchange is a process that safely shares your members’ records and health information between their care team, community specialists, and other providers they may see during their healthcare journey. At every step, all patient information is protected to ensure privacy. This approach to data makes it seamless, empowering your members’ care teams to provide high-quality, holistic care and better experiences.

 

Primary care teams can only provide exceptional care when they have a complete picture of a member’s health. Seamless data exchange between the care team and community specialists allows providers to identify and fill gaps in care, such as unfilled prescriptions or missed treatments. Care teams can then be proactive in identifying why these gaps exist and work together with the member to solve the issues. A data approach designed with teamwork in mind enables the best care for your population.

 

Sometimes a member’s care team needs to include a specialist in the community. Easy records sharing between their primary care team and the specialist helps the experience feel smooth and wrinkle-free. It means they can sit down in the specialist’s exam room and not have to start from scratch describing their full healthcare journey. The specialist will already be equipped with the latest notes, diagnoses, and information, making the visit feel like part of a single journey, not a disjointed headache. Seamless experiences when seeing a community provider reduce the risk of the member missing care because it was too stressful or complicated.

 

An integrated data approach means many different types of care can be provided in a single office. Everything from behavioral health, pharmacy, physical therapy, and more can be delivered, along with primary care, to provide relevant, necessary care in the same place. This further reduces gaps in care and means more face time with primary care teams, building trusted relationships and driving better health. It gives members a one-stop-shop for all their care – when they need help, they know where to go.

Premise Health’s data approach was built with these three traits in mind. Our investment into our instance of Epic’s electronic health record allows Premise clinical team members to work as a single unit, offering over 30 types of care in the primary care space. Our teams also share millions of records a year with community specialists to give members a smooth experience when they leave the Premise ecosystem. We’ve seen first-hand how an integrated, seamless approach to healthcare data directly leads to improved health for our members.

Learn more about our data approach and how it can help your population achieve improved health and wellness.

Mental health is critical to your overall health. Employers are taking note – and taking action. Juli Galloway, vice president of global benefits for AT&T, recently joined Beth Ratliff, chief operating officer at Premise Health, to discuss the role of employers in helping their employees get the mental care they need.

Juli and Beth’s conversation was full of helpful insights learned from AT&T’s own journey in supporting their workforce’s mental health journey, even at the outbreak of the COVID-19 pandemic. Some of the highlights touched on benefits strategy and educating employees.

Integrated Care is Better Care

Integrating behavioral health into a whole-person care model (such as advanced primary care) makes it easy to use, increasing the likelihood those who need it will get the care they need. When you’re planning your health benefit strategy, consider barriers that stand between your population and their health. Then, intentionally solve them one by one.

For example, access is a barrier for many. Getting in to see a therapist can take almost two months, according to the National Council for Mental Wellbeing. Solving this access problem could include beginning an advanced primary care service that includes behavioral health, shortening this wait to as quick as same- or next-day. Doing so can help your people begin their journey to better health and wellness as soon as they are ready.

“When our members come and use the service, they’re coming back at a huge rate.”

– Juli Galloway, AT&T

Have a Plan for Answering Questions From Members Concerned About Privacy

When you offer mental health benefits, from an EAP resource to full-time behavioral health service, it’s likely that your employees will raise privacy concerns. These concerns are normal — and completely understandable. Have a plan on how to answer them. Build your benefits plan in a way that protects their privacy, then use your internal communication channels to educate your employees about how their privacy is protected — and completely inaccessible by their employer. Educating your population on safeguards around their privacy, such as HIPAA protections, can ease concerns and encourage use.

In addition, you can integrate behavioral health with other healthcare services such as primary care. Doing this puts several kinds of services and care teams in the same office location at the same time. For anyone concerned about being seen — and judged — going into the counselor’s office, having everything from flu shots to talk therapy sessions in the same office and same waiting room can bring an important layer of comfort.

Take Steps to Normalize Behavioral Healthcare and Reduce Stigma Against Getting Help

Much amazing work has been done in mental health to reduce stigma. However, more remains to be done. As a benefit manager, you can play a key role in reducing the stigma around mental health through education and discussion. Having behavioral health providers join town halls, asking company leadership to share their own mental health journeys, and supporting educational communications can all help reduce negative attitudes towards challenges like depression, anxiety, stress, and more. This leads to better attitudes around seeking help for mental health challenges and encourages your people to get help when they need it.

Learn more about how Premise helps organizations provide their workforce with care for body and mind.