Key takeaways:
- Digital health tools, including AI-powered mental health apps, GLP-1 medications, and expanded telemedicine services, are reshaping how employees access care.
- Nearly half of people who use AI tools like ChatGPT report using them for mental health support, signaling a shift that benefits teams can’t afford to ignore.2
- Employers can help manage GLP-1 costs by pairing coverage with digital wellness programs or partnering with specialty and telehealth providers.
- Health Savings Accounts (HSAs) give employees a tax-advantaged way to pay for digital care, from therapy app subscriptions to telemedicine co-pays, helping bridge the affordability gap.
The digital health revolution is here for healthcare consumers. They’re using modern tools and digital-first platforms to access care, communicate with providers, and take control of their health. But have employers kept up? Are they offering benefits programs that meet employees where they are (on their smartphones)?
Benefits teams hold the keys to many digital health innovations, and they are uniquely positioned to help employees access faster care, more convenient provider visits, and the latest apps, all while keeping affordability in mind.
Let’s look at three ways healthcare consumers are embracing digital health and looking toward the future of access.
How are AI tools changing access to talk therapy and mental health support?
Employees are using Artificial Intelligence (AI) chatbots and large language models (LLMs)1 as a mental health resource for talk therapy, support, and more.
How many people are using tools like Gemini, ChatGPT, or Claude for mental health support? According to research conducted by researchers at Sentio University,2 48.7% of survey respondents who use an LLM reported using it for mental health support. A further 63% said they found that the tool improved their mental health and wellbeing.
While these tools were not developed with mental health treatment in mind, other apps were created specifically for this purpose. One popular AI talk therapy app is already advertising to self-insured employers as an alternative to Employee Assistance Programs (EAPs).
Traditional EAP programs are also adding AI tools to their programs. Some are tapping these resources to lighten the administrative load on therapists by using AI for transcriptions, visit notes, and patient triage.
Employees are using AI tools for mental health, whether they are proven solutions or simply convenient alternatives to traditional therapy. And it’s no wonder that they’re choosing chatbots over licensed mental health professionals. According to the latest American Psychological Association survey3 of the profession, just 66% of practitioners take insurance, and many have waitlists longer than 3 months for new patients.
What can employers do to help?
- Offer digital point solutions. Provide vetted digital mental health options that employees can access quickly.
- Review your Health Savings Account (HSA) contribution strategy. Consider competitive employer contributions to help employees pay for eligible care with tax-advantaged dollars.
- Make it easy to use benefits for care. Ensure employees know how to find support and how they can pay for mental health services in a way that fits the new norm.
What can employers do about GLP-1 access and affordability?
Glucagon-like peptide-1 (GLP-1)4 medications for Type II diabetes and weight loss are growing in popularity, and benefits teams find themselves at the center of coverage decisions. Indeed, if weight management programs are a big part of your organization’s benefits strategy, you’re probably already thinking about the access to and affordability of these drugs.
Healthcare consumers can expect to pay several hundred dollars out of pocket if GLP-1s aren’t covered on their plan, while employers that cover them could see a 10-20% spike in pharmacy spending.5 Weight loss medications are at the center of a collision between financial and physical wellness.
| Scenario | What employees may experience | What employers may experience |
|---|---|---|
| GLP-1s aren’t covered | Several hundred dollars out of pocket | Lower direct plan spend on GLP-1s, but higher risk of affordability concerns and employee frustration |
| GLP-1s are covered | Improved access, and potentially lower out-of-pocket costs | Potential 10-20% increase in pharmacy spending |
What can employers do to help?
Some employers are tackling this problem by tapping into existing weight loss, nutrition, and behavioral digital health solutions as a model for covering GLP-1s.5 For example, coverage of semaglutide or tirzepatide may be contingent on nutritional counseling or participation in a physical fitness program. Employers can use these digital health resources to support employees taking these medications.
Another option? Partnering with a specialty pharmacy. By offering GLP-1 access through an existing partner or adding a new one, employers may set pre-requisites for coverage, control costs, and help employees with clinical guidance. This could also be achieved with a telehealth partner. HealthEquity is partnering with Agile Telehealth6 to offer our HSA members access to weight management solutions that are payable using their pre-tax HSA savings. Members can pay for eligible care with tax-advantaged dollars through their HealthEquity account, helping their healthcare spending go further.
HSAs are another way to give employees GLP-1 payment options even if they aren’t covered under your health plan. Employers can evaluate their contributions to employee HSA accounts and consider a boost to help ease the cost of these medications.
How can telemedicine expansion simplify care without creating vendor sprawl?
Telemedicine is nothing new for benefits teams and employees, but these services have expanded their reach and capabilities in recent years. The COVID-19 pandemic encouraged traditional providers and health plans to incorporate telemedicine into their practices, allowing patients to use video calls or texting to access their doctors either in real-time or asynchronously.
While telemedicine used to be for acute but simple needs (think strep throat or a recurring skin condition), many digital platforms have now expanded to include more types of care:7
- Mental health services
- Weight management
- Diabetes management
- Primary care
- Dermatology
- 24/7 care
The overlap with AI-powered health and wellness apps is another trend that will likely transform telemedicine over the next several years. However, as employees have more options for how, where, and when to seek care, the experience may become fragmented. More tools may lead to more medical records, prescriptions, and diagnoses that aren’t easily with a primary care physician or specialist.
What can employers do to help?
As virtual care options expand, you can reduce fragmentation and vendor sprawl with a few focused moves:
- Evaluate integrated telemedicine through your health plan. Some employers choose plans that embed telemedicine instead of adding separate point solutions.8
- Promote continuity of care when possible. Help employees access virtual visits with their PCP, not just the first available provider, when your plan supports it.
- Streamline the vendor experience. Aim for fewer handoffs, clearer navigation, and simpler communication so employees know where to go first.
Digital health is here to stay, and patients are embracing the convenience, time savings, and cost savings.9 Forward-thinking employers are also looking to AI, GLP-1 medications, and telemedicine as potential digital health solutions for their people.
Having an HSA gives employees dedicated funds to invest in their health and wellbeing. Whether it’s a telemedicine co-pay, a digital therapy app subscription, or a compounded GLP-1 medication,10 HSAs lower the financial barriers that employees face when they access digital care.
