A Mid-Sized Employer Case Study
Or How One Company Avoided a Consumer-Directed Healthcare (CDH) Headache

The Client
A regional public utility company with 2,000 employees seeking a best-in-class CDH plan.

The Challenge
This mid-sized company was satisfied with their local health insurance carrier, but NOT happy with the carrier’s CDH solution.

This company has had a history of satisfied employees and is dedicated to providing them best-in-class employee benefits. Thier challenge was to work with their benefits consultant to design a quality CDH benefits plan. But also, find a best-in-class CDH provider that would be able to integrate with their local health plan. They had been told by their benefits consultant that it was possible to provide their employees a seamless integrated CDH experience. Additionally, in the past the company found that emphasizing pre-enrollment education as part of their retirements benefits plan had helped in the participation rates in their 401(k) program. As a result, their employees are very active 401k contributors. This company was looking for an HSA partner that could provide best-in-class healthcare account administration but also be able to build on the retirement savings education program that had proved so successful in the past.

The HealthEquity Solution
HealthEquity offered best-in-class healthcare account administration, integrated with the local health plan carrier combined with a free investment account. Working with the employer and their benefits consultant, HealthEquity built a pre-enrollment communications plan designed to mirror the retirements communications plan the employees were already familiar with.

HealthEquity’s solution includes the high level of service this company was looking for to support their
employees during this transition time. Two months prior to the start of the plan year, HealthEquity provided
phone support for any questions the employees had about their future health plan. The company held
extensive open enrollment meetings and sent out newsletters with updates about how the employee could
invest and save money with a consumer-driven healthcare plan.

The Result
Employees were educated and excited during the open enrollment period. They were comfortable with the product and excited to receive tax benefits by depositing additional dollars into their HSA.

This regional public utility company was able to offer a product that was in keeping with the high quality benefits they pride
themselves in. Employees were educated and prepared, making it a smooth transition. Because the employee population
was familiar with retirement investing and comfortable with the communication and education they received on their
HSA plan, these employees on average contribute 25% more to their HSA than employees at similar sized companies.