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It’s been 6 months since we launched our benefits discovery tool. Here’s what we learned about 2023 benefits trends.

SUMMARY

Not only can the Nava Benefits Search Engine help HR and business leaders become better buyers of employee benefits — it can also identify and predict benefits trends. Here are three key learnings based on user traffic data from the first six months that this tool has been available.

When we launched the Nava Benefits Search Engine (NBSE) in March 2022, we already knew it would be a game-changing tool to streamline the benefits buying process. For the first time, HR and business leaders now have access to the data and information they need to make better informed business decisions.

What we didn’t immediately realize? This tool would also become our own personal crystal ball for benefits trends. By offering a birds’ eye view into HR leaders’ priorities today, the Search Engine has enabled Nava team to make predictions on the in-demand benefits of the future.

And it all starts with data.

First, some background on the Nava Benefits Search Engine.

Using the NBSE, HR leaders can explore 600+ benefits vendors among 28 benefits categories — from traditional benefits like medical and dental insurance, to innovative offerings like telehealth and financial wellness.

In the six months since we launched the NBSE, thousands of users have accessed the tool. And in watching the way users interacted with the tool, we saw some interesting trends emerge. We have a suspicion that these trends reveal a snapshot of employers’ benefits priorities for next year’s benefits cycle.

Here are three major takeaways about what HR leaders are searching for, what that may mean for benefits trends in 2023, and how you can leverage this intel in your own benefits renewals.

1. Traffic to plan literacy benefits suggest a growing focus on helping employees choose and use their benefits.

It’s a well-documented fact that most employees have trouble understanding, choosing, and using their plans — 96% of Americans overestimate their understanding of health insurance concepts, and only 40% of Americans say they’re “very confident” in their ability to choose the right health insurance plan.

This lack of healthcare plan literacy could end up costing employers in the long run. When employees don’t fully understand how their plans work, they’re more likely to make costly missteps in plan utilization. In fact, C-suite leaders believe that 53% of healthcare spending is wasted because employees are confused about their benefits.

And at no time are these misunderstandings more apparent than during open enrollment. We’re willing to bet the HR leaders reading this can agree: fielding endless employee questions while offering reminder after reminder to complete their enrollment? There has to be a better way.

Thankfully, there’s a solution: plan literacy benefits. And we think they’re about to see a big spike in popularity.

Throughout the last six months, healthcare navigation consistently ranked as the most popular benefits category in terms of user traffic. Quick refresher: this benefit helps employees choose and use their healthcare plans according to their unique health needs. These vendors offer support throughout every step of the healthcare journey, from selecting plans during open enrollment, to identifying in-network providers in the employee’s geographic area, to navigating pricey surprise bills.

Not far behind was price comparison benefits, which ranked in the top five most popular categories for four months. By offering users the ability to compare providers by price, employees are better equipped to find a treatment plan that won’t break their budget.

What’s driving this?

This spike in traffic could mean that HR leaders are prioritizing plan literacy among their employees. In other words, they want their employees to feel confident choosing and using their plans, both during open enrollment and year round.

What this means for your renewals:

In the long run, plan literacy benefits could unlock a higher ROI on your benefits, less demand for in-house employee education, and greater employee satisfaction. And since this traffic data may signal an uptick in demand for these benefits, rolling them out now could give your employer a competitive edge in hiring and retention.

2. When the dialogue on reproductive rights captured national attention, fertility benefits grew in popularity.

When employees need support in their family planning, fertility benefits can help. Through these benefits, employees have access to guidance, counseling, and financial support to make the path to parenthood a little more manageable.

Fertility benefits ranked in the top five most popular benefits categories in the months of May and July. During those months, reproductive care was a major focus in the news cycle, as the Supreme Court debated and ultimately overturned Roe V. Wade.

What’s driving this?

The Dobbs v. Jackson ruling had significant implications for some employers’ ability to provide reproductive care to employees. As the news unfolded, HR leaders turned to the NBSE to search and learn more about fertility benefits vendors. This could mean that many HR leaders are still unsure about the long-term impacts of the ruling on their ability to provide reproductive care benefits, and may look to fertility benefits vendors to fill any gaps in coverage.

What this means for your renewals:

If you have employees who are based in a state where access to reproductive care has changed in recent months (or is likely to change in the near future, pending legislative changes), your employees may find value in benefits that provide additional fertility support outside of their medical plans.

3. After two years of pandemic-induced lifestyle changes, benefits addressing physical and mental wellness are on the rise.

When you think preventative care, you might think of regular check-ups, flu shots, and visits to your primary care doctor. Another key piece of the preventative care puzzle? Ongoing care of your mind and body through exercise and mental wellness practices.

Two forms of these physical and mental health benefits emerged as priorities this year, consistently ranking in the top five most popular categories in terms of page views: gym, fitness, and nutrition benefits; and mental health benefits.

What’s driving this?

Over the last two years, social distancing precautions and the astronomical rise of remote work impacted the way most folks take care of their bodies and minds. As employees settle into this “new normal,” employers may be more interested in benefits that make physical and mental self care routines easier to adapt.

What this means for your renewals:

One thing’s for sure: physical fitness and mental health are both essential to overall health — both for your employees and your business’ bottom line. But after the pandemic shook up the way that most folks access fitness and wellness resources, your employer may need to reassess the way you offer this support. Making these preventative care practices more accessible could mean long-term gains for your benefits ROI.

Where can I find more info on the benefits my employees need?

Whether the benefits you need are included in this list or not, you can find them on the Nava Benefits Search Engine. Using this tool, you can search 28 benefits categories, explore over 800+ vendors, and read reviews from real HR leaders.

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It’s been 6 months since we launched our benefits discovery tool. Here’s what we learned about 2023 benefits trends.

October 12, 2022
WHEN
October 12, 2022
Where
EVENTS

It’s been 6 months since we launched our benefits discovery tool. Here’s what we learned about 2023 benefits trends.

When we launched the Nava Benefits Search Engine (NBSE) in March 2022, we already knew it would be a game-changing tool to streamline the benefits buying process. For the first time, HR and business leaders now have access to the data and information they need to make better informed business decisions.

What we didn’t immediately realize? This tool would also become our own personal crystal ball for benefits trends. By offering a birds’ eye view into HR leaders’ priorities today, the Search Engine has enabled Nava team to make predictions on the in-demand benefits of the future.

And it all starts with data.

First, some background on the Nava Benefits Search Engine.

Using the NBSE, HR leaders can explore 600+ benefits vendors among 28 benefits categories — from traditional benefits like medical and dental insurance, to innovative offerings like telehealth and financial wellness.

In the six months since we launched the NBSE, thousands of users have accessed the tool. And in watching the way users interacted with the tool, we saw some interesting trends emerge. We have a suspicion that these trends reveal a snapshot of employers’ benefits priorities for next year’s benefits cycle.

Here are three major takeaways about what HR leaders are searching for, what that may mean for benefits trends in 2023, and how you can leverage this intel in your own benefits renewals.

1. Traffic to plan literacy benefits suggest a growing focus on helping employees choose and use their benefits.

It’s a well-documented fact that most employees have trouble understanding, choosing, and using their plans — 96% of Americans overestimate their understanding of health insurance concepts, and only 40% of Americans say they’re “very confident” in their ability to choose the right health insurance plan.

This lack of healthcare plan literacy could end up costing employers in the long run. When employees don’t fully understand how their plans work, they’re more likely to make costly missteps in plan utilization. In fact, C-suite leaders believe that 53% of healthcare spending is wasted because employees are confused about their benefits.

And at no time are these misunderstandings more apparent than during open enrollment. We’re willing to bet the HR leaders reading this can agree: fielding endless employee questions while offering reminder after reminder to complete their enrollment? There has to be a better way.

Thankfully, there’s a solution: plan literacy benefits. And we think they’re about to see a big spike in popularity.

Throughout the last six months, healthcare navigation consistently ranked as the most popular benefits category in terms of user traffic. Quick refresher: this benefit helps employees choose and use their healthcare plans according to their unique health needs. These vendors offer support throughout every step of the healthcare journey, from selecting plans during open enrollment, to identifying in-network providers in the employee’s geographic area, to navigating pricey surprise bills.

Not far behind was price comparison benefits, which ranked in the top five most popular categories for four months. By offering users the ability to compare providers by price, employees are better equipped to find a treatment plan that won’t break their budget.

What’s driving this?

This spike in traffic could mean that HR leaders are prioritizing plan literacy among their employees. In other words, they want their employees to feel confident choosing and using their plans, both during open enrollment and year round.

What this means for your renewals:

In the long run, plan literacy benefits could unlock a higher ROI on your benefits, less demand for in-house employee education, and greater employee satisfaction. And since this traffic data may signal an uptick in demand for these benefits, rolling them out now could give your employer a competitive edge in hiring and retention.

2. When the dialogue on reproductive rights captured national attention, fertility benefits grew in popularity.

When employees need support in their family planning, fertility benefits can help. Through these benefits, employees have access to guidance, counseling, and financial support to make the path to parenthood a little more manageable.

Fertility benefits ranked in the top five most popular benefits categories in the months of May and July. During those months, reproductive care was a major focus in the news cycle, as the Supreme Court debated and ultimately overturned Roe V. Wade.

What’s driving this?

The Dobbs v. Jackson ruling had significant implications for some employers’ ability to provide reproductive care to employees. As the news unfolded, HR leaders turned to the NBSE to search and learn more about fertility benefits vendors. This could mean that many HR leaders are still unsure about the long-term impacts of the ruling on their ability to provide reproductive care benefits, and may look to fertility benefits vendors to fill any gaps in coverage.

What this means for your renewals:

If you have employees who are based in a state where access to reproductive care has changed in recent months (or is likely to change in the near future, pending legislative changes), your employees may find value in benefits that provide additional fertility support outside of their medical plans.

3. After two years of pandemic-induced lifestyle changes, benefits addressing physical and mental wellness are on the rise.

When you think preventative care, you might think of regular check-ups, flu shots, and visits to your primary care doctor. Another key piece of the preventative care puzzle? Ongoing care of your mind and body through exercise and mental wellness practices.

Two forms of these physical and mental health benefits emerged as priorities this year, consistently ranking in the top five most popular categories in terms of page views: gym, fitness, and nutrition benefits; and mental health benefits.

What’s driving this?

Over the last two years, social distancing precautions and the astronomical rise of remote work impacted the way most folks take care of their bodies and minds. As employees settle into this “new normal,” employers may be more interested in benefits that make physical and mental self care routines easier to adapt.

What this means for your renewals:

One thing’s for sure: physical fitness and mental health are both essential to overall health — both for your employees and your business’ bottom line. But after the pandemic shook up the way that most folks access fitness and wellness resources, your employer may need to reassess the way you offer this support. Making these preventative care practices more accessible could mean long-term gains for your benefits ROI.

Where can I find more info on the benefits my employees need?

Whether the benefits you need are included in this list or not, you can find them on the Nava Benefits Search Engine. Using this tool, you can search 28 benefits categories, explore over 800+ vendors, and read reviews from real HR leaders.

Author bio

The Nava Team

Nava is a modern benefits brokerage leveraging technology and benefits innovation to tackle the rising costs of healthcare.

Linkedin
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Summary
Not only can the Nava Benefits Search Engine help HR and business leaders become better buyers of employee benefits — it can also identify and predict benefits trends. Here are three key learnings based on user traffic data from the first six months that this tool has been available.

When we launched the Nava Benefits Search Engine (NBSE) in March 2022, we already knew it would be a game-changing tool to streamline the benefits buying process. For the first time, HR and business leaders now have access to the data and information they need to make better informed business decisions.

What we didn’t immediately realize? This tool would also become our own personal crystal ball for benefits trends. By offering a birds’ eye view into HR leaders’ priorities today, the Search Engine has enabled Nava team to make predictions on the in-demand benefits of the future.

And it all starts with data.

First, some background on the Nava Benefits Search Engine.

Using the NBSE, HR leaders can explore 600+ benefits vendors among 28 benefits categories — from traditional benefits like medical and dental insurance, to innovative offerings like telehealth and financial wellness.

In the six months since we launched the NBSE, thousands of users have accessed the tool. And in watching the way users interacted with the tool, we saw some interesting trends emerge. We have a suspicion that these trends reveal a snapshot of employers’ benefits priorities for next year’s benefits cycle.

Here are three major takeaways about what HR leaders are searching for, what that may mean for benefits trends in 2023, and how you can leverage this intel in your own benefits renewals.

1. Traffic to plan literacy benefits suggest a growing focus on helping employees choose and use their benefits.

It’s a well-documented fact that most employees have trouble understanding, choosing, and using their plans — 96% of Americans overestimate their understanding of health insurance concepts, and only 40% of Americans say they’re “very confident” in their ability to choose the right health insurance plan.

This lack of healthcare plan literacy could end up costing employers in the long run. When employees don’t fully understand how their plans work, they’re more likely to make costly missteps in plan utilization. In fact, C-suite leaders believe that 53% of healthcare spending is wasted because employees are confused about their benefits.

And at no time are these misunderstandings more apparent than during open enrollment. We’re willing to bet the HR leaders reading this can agree: fielding endless employee questions while offering reminder after reminder to complete their enrollment? There has to be a better way.

Thankfully, there’s a solution: plan literacy benefits. And we think they’re about to see a big spike in popularity.

Throughout the last six months, healthcare navigation consistently ranked as the most popular benefits category in terms of user traffic. Quick refresher: this benefit helps employees choose and use their healthcare plans according to their unique health needs. These vendors offer support throughout every step of the healthcare journey, from selecting plans during open enrollment, to identifying in-network providers in the employee’s geographic area, to navigating pricey surprise bills.

Not far behind was price comparison benefits, which ranked in the top five most popular categories for four months. By offering users the ability to compare providers by price, employees are better equipped to find a treatment plan that won’t break their budget.

What’s driving this?

This spike in traffic could mean that HR leaders are prioritizing plan literacy among their employees. In other words, they want their employees to feel confident choosing and using their plans, both during open enrollment and year round.

What this means for your renewals:

In the long run, plan literacy benefits could unlock a higher ROI on your benefits, less demand for in-house employee education, and greater employee satisfaction. And since this traffic data may signal an uptick in demand for these benefits, rolling them out now could give your employer a competitive edge in hiring and retention.

2. When the dialogue on reproductive rights captured national attention, fertility benefits grew in popularity.

When employees need support in their family planning, fertility benefits can help. Through these benefits, employees have access to guidance, counseling, and financial support to make the path to parenthood a little more manageable.

Fertility benefits ranked in the top five most popular benefits categories in the months of May and July. During those months, reproductive care was a major focus in the news cycle, as the Supreme Court debated and ultimately overturned Roe V. Wade.

What’s driving this?

The Dobbs v. Jackson ruling had significant implications for some employers’ ability to provide reproductive care to employees. As the news unfolded, HR leaders turned to the NBSE to search and learn more about fertility benefits vendors. This could mean that many HR leaders are still unsure about the long-term impacts of the ruling on their ability to provide reproductive care benefits, and may look to fertility benefits vendors to fill any gaps in coverage.

What this means for your renewals:

If you have employees who are based in a state where access to reproductive care has changed in recent months (or is likely to change in the near future, pending legislative changes), your employees may find value in benefits that provide additional fertility support outside of their medical plans.

3. After two years of pandemic-induced lifestyle changes, benefits addressing physical and mental wellness are on the rise.

When you think preventative care, you might think of regular check-ups, flu shots, and visits to your primary care doctor. Another key piece of the preventative care puzzle? Ongoing care of your mind and body through exercise and mental wellness practices.

Two forms of these physical and mental health benefits emerged as priorities this year, consistently ranking in the top five most popular categories in terms of page views: gym, fitness, and nutrition benefits; and mental health benefits.

What’s driving this?

Over the last two years, social distancing precautions and the astronomical rise of remote work impacted the way most folks take care of their bodies and minds. As employees settle into this “new normal,” employers may be more interested in benefits that make physical and mental self care routines easier to adapt.

What this means for your renewals:

One thing’s for sure: physical fitness and mental health are both essential to overall health — both for your employees and your business’ bottom line. But after the pandemic shook up the way that most folks access fitness and wellness resources, your employer may need to reassess the way you offer this support. Making these preventative care practices more accessible could mean long-term gains for your benefits ROI.

Where can I find more info on the benefits my employees need?

Whether the benefits you need are included in this list or not, you can find them on the Nava Benefits Search Engine. Using this tool, you can search 28 benefits categories, explore over 800+ vendors, and read reviews from real HR leaders.

Author bio

The Nava Team

Nava is a modern benefits brokerage leveraging technology and benefits innovation to tackle the rising costs of healthcare.

Linkedin
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