Remember that pre-pandemic appointment struggle? Telehealth changed the game, offering convenient virtual care for all. Its popularity with healthcare providers, employers, and employees points to its staying power. But even as it becomes mainstream, questions remain about how best to fit Telehealth into an employee benefits strategy.
Why is Telehealth Popular? Employees love it: 90% would use it again! It saves time (no travel!), increases access to specialists (especially mental health), and offers flexible scheduling. Employers benefit too: reduced absenteeism, improved health outcomes, and potentially lower costs by avoiding unnecessary ER visits.
The Advantages.
Telehealth offers a range of benefits:
- Cost-effective: Lower fees than in-person visits and reduced urgent care use.
- Convenience: Skip the wait! See a doctor from anywhere with an internet connection.
- Accessibility: Ideal for those with limited mobility or transportation issues.
- Improved Outcomes: Studies show successful treatment for many conditions, including mental health and chronic diseases.
Where Does Telehealth Shine?
Telehealth excels in managing:
- Mental and behavioral health
- Skin conditions
- Musculoskeletal issues
It can also be a great first step into the healthcare system for those who haven’t established a relationship with a primary care doctor. Interestingly, older adults are embracing Telehealth more than younger generations!
Finding the Perfect Fit.
Not all Telehealth solutions are created equal. Here’s how to find the right one for your company:
- Analyze Costs: Consider short- and long-term cost implications. Is Telehealth saving money and improving health outcomes?
- Ask the Right Questions: Investigate provider fees, wait times, services offered (including mental health!), and diversity of practitioners.
- Seek Expert Help: Talk to your insurance broker or benefits advisor. They can guide you through different models, services, and costs, ensuring a seamless integration with your existing healthcare plan.