By Wiley Long
Most won’t surprise you. But #4 will change how you think about employee benefits. The evidence is overwhelming.
Here’s what’s driving the mass exodus:
1 – Premium increases are unsustainable Traditional plans jumped 47% in five years. Small businesses simply can’t absorb these costs.
Health sharing holds rates steady.
2 – High deductibles defeat the purpose. Employees pay $300/month, then face $8,000 deductibles. They’re essentially uninsured until catastrophe hits.
Sharing programs eliminate this paradox entirely.
3 -Network restrictions frustrate everyone Your best specialist is out-of-network Employees resent being told where to seek care.
Most sharing programs allow any provider.
4 -Employees prefer choice Let your employees decide what they want. If you only have a few employees, use an HRA to cover the premium of those who want health insurance
Those without pre-existing conditions will choose health sharing. You and they will both save a lot of money. Administrative burden disappears. HR teams spend 15 hours monthly managing insurance issues. This model totally eliminates those issues. Your team focuses on actual business growth.
The bottom line? Control, cost, and choice matter more than legacy brands.
Which of these factors matters most to your business?
