Health Insurance + Wellness Benefits
Health benefits can include health and dental insurance, as well as on-site wellness centers, on-site fitness centers, subsidies for joining a gym, and/or health- and fitness-oriented programs for employees’ children or spouses.
Benefits to EmployersFootnote # 1
- Reduces payroll taxes and workers’ compensation premiums, and employer contributions are tax- deductible
- Improves recruitment
- Increases retention, reducing turnover costs
Benefits to ChildrenFootnote # 2
Improves health through increased access to health care, including primary care, dental care, needed healthcare services, mental health care, prescriptions, preventive care, treatment for chronic conditions, and prenatal care (for mothers)
Benefits to Parents/FamiliesFootnote # 3
- Improves health, through increased access to health care, including greater access to primary care, preventive screenings, ambulatory care, prescription medications and chronic disease care; greater medication adherence; and higher rates of diagnosis
- Reduces depression
- Improves self-reported health
- Improves family economic security
Research or Recommendations from National Organizations
Uninsured newborns are more likely to be born at a low birth weight and are more likely to die than insured newborns. Uninsured women are more likely to have poor pregnancy and delivery outcomes.Footnote # 4
The American Academy of Pediatrics recommends quality, affordable health insurance for all children up to age 26 that includes coverage of essential pediatric benefits, such as prenatal and newborn care, postnatal home visits, preventive and wellness services, and urgent and emergency care, along with services for dental treatments, behavioral and mental health care, reproductive health, and treatment of substance abuse disorders.
The cost of healthcare in the U.S. has risen to a record high since the COVID-19 pandemic, and nearly half of employers expect healthcare costs will exceed budget projections this year.
The 2024 Best Practices in Healthcare Survey from insurance brokerage and advisory firm Willis Tower Watson shows that many employers are reaching beyond traditional cost-shifting strategies to improve healthcare affordability and employee health:Footnote # 5
- Fifty-two percent of employers plan to implement programs that will reduce total costs, and just as many (51 percent) intend to adopt plan design and network strategies that steer to lower-cost, higher-quality providers and sites of care.
- Only 34 percent expect to shift costs to employees through premium contributions, and just 20 percent will promote account-based health plans or high-deductible health plans.
- Twenty-one percent of employers are planning for or considering promoting drug discount cards or direct-to-consumer prescription delivery to lower out-of-pocket costs.
Range of Practices in the United States
Change first two sentences: Nearly all private employers in North Carolina with 50 or more workers (96%) offered health insurance to at least some of their employees in 2023. But only one in four (25%) of private employers with fewer than 50 employees offered health insurance.Footnote # 6
In 2023, private employers with fewer than 500 employees paid an average of 68 percent percent of health care premiums for their employee family coverage, and private employers with 500 workers or more paid an average of 76 percent. Footnote # 7
About a quarter of private businesses (26%) now offer some health insurance benefits to part-time workers. Footnote # 8
Health care costs are prohibitively expensive for many American workers. A survey of the Federal Reserve Board showed that 37 percent of Americans could not cover an emergency expense of $400 or more. Twenty-six percent of Americans with access to health insurance went without medical treatment because they couldn't afford it. Footnote # 9
Among firms offering health benefits in 2023, 90% of small businesses and 94% of large businesses offered dental insurance, with 60 percent of those making a contribution toward the cost of coverage. Additionally, 80% of small firms and 88% of large firms offer a vision insurance program to their workers, with 35 percent of those making a contribution toward the cost of coverage. Footnote # 10
Nearly half (47 percent) of all US workers have access to some form of wellness program. Footnote # 11 Most large firms now offer some form of wellness program to help improve the health of workers and their family members, increase productivity, and reduce health care spending. In 2024, 54 percent of small firms and 79 percent of large firms offering health benefits offered one or more wellness programs, such as programs to help them stop smoking or lose weight, or lifestyle and behavioral coaching. Footnote # 12
Case Study
As Berico celebrates its centennial year in business, the Greensboro-based company is reinforcing its commitment to family-friendly workplace policies through its recent Family Forward NC® Employer Certification. The fourth-generation family business, which provides fuel, HVAC services, propane, and motor lubricants, sees this certification as a natural extension of its existing culture.
“We’re very family-oriented, and we want our employees to feel not just as an employee, but that they’re part of our family,” says Will Berry, president and a fourth-generation leader at Berico. “When an employee joins our team, their entire family joins it. We send a welcome package addressed to the whole family.”
With approximately 115 employees across Greensboro, Eden, and Burlington, Berico has cultivated impressive employee retention rates. More than 20% of the workforce has been a Berico employee for more than 20 years.
While pursuing certification, Berry realized it would be important to point out how Berico provides outside-the-box perks for their employees. He recognized differentiating employee benefits would be important to compete against larger companies in the Triad, especially when it came to paid family leave.
For example, Berico offers a ‘rotational day-off’ program. Employees are assigned specific days when they can choose to take time off, either unpaid or using vacation time, or work if they prefer. It’s turned out to be a business-savvy move.
“We’ve seen unexpected absences dramatically decline,” Berry says. “If an employee is having a rough day, they might look at the calendar and say, ‘Hey, I’m only two days away from my time off, so I’ll be OK and not call in sick the next day.’”
The company’s healthcare benefits are equally progressive. Berico offers three different medical plans, with the company covering 100% of premiums for two plans and 75% for the premium package with the lowest deductible. Dental insurance is covered 100% for all employees, and vision care is available as a supplemental option.
The company’s wellness focus extends beyond insurance. Break rooms have free healthy snacks, fruit, yogurt, and water. Employees can access gym discounts through medical plans, and additional wellness incentives are available for those who get annual physicals.
Whitney Tobatto, Berico’s human resources manager, believes the Family Forward NC® certification will help with recruitment efforts, especially as the region attracts new industries.
“As a parent myself, when I was looking for a new position, it was very important that whatever company I went with was family-friendly,” Tobatto says. “Showing that Berico is family-friendly is going to be nothing but positive.”
Becky Dunnington, vice president of Berico of Eden, has been employed with the company for 38 years. She’s worked through the ranks while raising her daughter, and now, as a caretaker for her mother. She’s appreciated the support and flexible scheduling that Berico provided to help her take care of her family and grow her career.
“So many people move from job to job because they just feel like they’re a number,” Dunnington says. “But not here. We treat employees like family. They’ve included my daughter and husband in all the company functions, from ball games to family nights.”
One of the ways Dunnington shows how much she cares about her 18-member team at the Eden office is by baking homemade cakes and cobblers for everyone’s birthday — from German chocolate to Oreo cookie to cherry cheesecake. For monthly safety meetings, she brings in biscuits or donuts to show employees how much she values their time.
Named an Outstanding Women in Business in 2024 by the Triad Business Journal, Dunnington encourages other business leaders to apply for the certification.
“Being family-first is the best way to retain quality employees and maintain longevity with the ones you already have,” Dunnington says. “Not everyone is fortunate enough to work for a company whose leadership team is so compassionate and caring. They know if they care about us; we’ll care about them.”
Learn more about becoming a Family Forward NC Certified Employer here.
Sample Benefits:
- Medical: Covers 100% of premiums for two plans and 75% for the premium package with the lowest deductible; along with an HSA plan.
- Dependent Care FSA (DCFSA).
- Dental insurance is covered 100% for all employees.
- Supplemental vision insurance.
- ‘Rotational-day off’ scheduling program.
- Mental Health/Employee Assistance Program (EAP).
- Short-Term Disability and/or Long-Term Disability.
- Paid Sick Leave.