In today’s world, employees recognize the importance of having a healthy and productive work environment. As they seek opportunities that offer a work-life balance that value support for wellness, employers are eager to rise to the challenge of offering more complete, preventive coverage.
To attract Texas’s top talent, employers need to think of ways to go above and beyond with their benefits package. An employee's health can largely depend on the health insurance they are using. Choosing strong health insurance that values preventive care indicates that an employer values a whole health approach.
While many insurance companies only focus on treating illness, we understand that the impact of preventive care goes even further. Read on to learn how Curative’s well-being and preventive care efforts result in a healthier workforce.
Contrary to what many people might think, well-being goes beyond the idea of simply being healthy. Well-being is a comprehensive approach that embraces what we value in our lives. This mindset adds to how we perceive our lives as an important component of our overall health.
When well-being is neglected, it shows. According to a Gallup poll, 75 percent of medical costs accrued largely due to preventable conditions. Engagement in overall health goals–which includes preventive care–leads to healthier employees with a greater sense of well-being. By proactively engaging in practices that support well-being, people improve their current and future health.
Curative makes it easy to know where you stand with your overall health by bringing together what we define as the four primary components of well-being:
What does this mean? Let us explain how we define well-being in each category.
Physical well-being recognizes the need for physical activity, a nutritious diet, and proper sleep. Engaging in healthy habits helps to prevent injury and avoid illness. Our choices in movement, food, and rest have ramifications in the present (how we might feel physically today) and in the future (through the prevention or onset of diseases like diabetes or heart disease).
When neglected, poor physical well-being results in absenteeism in the workplace. According to
“Absenteeism: the Bottom-Line Killer” by Circadian, unscheduled absenteeism costs employers $3,600 per hourly employee per year and $2,650 per salaried employee each year. This cost hurts employers and employees alike, potentially preventing them from enjoying their time free of injury, illness, or fatigue.
Mental well-being is a state of health that allows people to cope with daily stress, learn from their experiences, and grow as individuals. By addressing mental health, individuals recognize what they need below the surface. Left untreated, poor mental well-being can have devastating effects.
Burnout is a cause of concern throughout the United States. According to the Harvard Business Review, “the psychological and physical problems of burned-out employees cost an estimated $125 billion to $190 billion a year in health care spending in the United States.” Burnout is one of the leading causes of turnover. Not addressing burnout is a missed opportunity to support key talent within the workforce.
Social well-being refers to the relationships people have and how they interact with others. Humans are social creatures; we need other people to learn and grow. Our lives are made richer through our experiences with others.
Our social interactions give us opportunities for connection. We learn not only what makes us the same as others, but also what makes us unique. We gain fulfillment through meaningful engagement with peers, working closely with colleagues, and quality time with family and friends. These social interactions contribute to the overall social health of employees, leading to a better quality of life.
The phrase “emotional well-being” is often used interchangeably with mental health. While mental well-being focuses primarily on thoughts and processing change from a cognitive standpoint, emotional well-being encompasses awareness of emotions, both positive and negative. The separation from mental well-being emphasizes the importance of recognizing the impact of emotion on our health.
Emotional well-being can have a profound effect on work, relationships, and our livelihood. Moreover, studies have shown that emotional well-being positively affects disease outcomes, with higher rates of emotional well-being being linked to increased survival and recovery rates.
Preventive health measures are actions taken to prevent the onset of illnesses and diseases before they occur. In contrast to curative health measures, which treat existing infections or diseases, preventive health measures are designed to keep individuals healthy and reduce the likelihood of developing chronic conditions. Employers who invest in preventive health measures for their talent often find that they benefit the employees as well as the organization as a whole.
One of the primary ways that preventive health benefits employees is by reducing the risk of chronic diseases. Chronic diseases, such as heart disease, cancer, and diabetes, are major contributors to morbidity and mortality in the United States. According to the Centers for Disease Control and Prevention (CDC), chronic diseases account for seven out of 10 deaths in the United States, and they are responsible for 86 percent of health care costs. Preventive health measures, such as regular check-ups, screenings, and healthy lifestyle interventions, can reduce the risk of chronic diseases and improve overall health outcomes.
For example, regular blood pressure screenings can identify a risk of developing hypertension, a major factor in heart disease and stroke. If identified early, people can make lifestyle changes or receive treatment to reduce their risk of developing these conditions. Similarly, regular cancer screenings can detect cancer in its early stages, when it is most treatable. By investing in preventive health measures, employers can help employees avoid the devastating effects of chronic diseases, reducing absenteeism, increasing productivity, and improving the overall quality of life.
With prevention comes the opportunity for education. In partnership with health insurance companies, employers have the chance to teach their employees how to lead healthier and happier lifestyles. Many preventive health measures involve educating individuals on the benefits of healthy lifestyle behaviors, such as regular exercise, healthy eating, and smoking cessation. These behaviors reduce the risk of chronic diseases and improve overall physical and mental well-being. By promoting healthy behaviors, employers can create a culture of health in the workplace, which can improve morale, reduce stress, and increase productivity.
Even when people have health insurance, there can still be barriers to actually seeking care due to concerns over medical costs or wondering what will or will not be covered under their plan. Roughly four in 10 Americans are reported to have delayed medical care due to cost. Even with insurance, some plans don’t offer the necessary coverage to meet employee health needs. Employees often don’t use high deductible health plans (HDHPs) out of fear of out-of-pocket costs. Of those with employer-provided health insurance, 29 percent were found to be underinsured, meaning that there was a coverage gap that excluded the employee from affordable access to health care.
Health insurance policies can be difficult to understand. In a 2021 survey by Wellframe, 43 percent of respondents said they were unable to understand their health insurance coverage and benefits. Health care literacy is a barrier to access, with many choosing to avoid seeking medical care for fear of medical debt and confusion over finding a provider.
Early interventions can improve access to health care for employees. Many preventive health measures, such as regular check-ups and screenings, are covered by insurance plans. Early detection means earlier interventions, which are often less costly and lead to more effective treatment measures. Conversely, delayed care results in higher long-term costs. By providing access to health screenings, employers can help their talent stay healthy and reduce their out-of-pocket health care expenses. Health care education and overall health literacy are at an all-time low–abrupt changes in the marketplace lead to confusion, and many employees don’t know the right questions to ask regarding their health plans.
Let’s face it—health care can be expensive. About half of the adults in the USA say they have difficulty affording health care costs. With worries of potential medical debts on the horizon, potential employees look closely at health insurance options when comparing competing job offers.
Preventive health measures can reduce the burden of health care costs for both employers and employees. Chronic diseases are a significant contributor to health care costs, and they often require extensive and expensive treatments. By investing in preventive health measures, employers can reduce the incidence of chronic diseases and associated costs. This can lead to reduced overall health care spending and more affordable health care for employees.
A study conducted by The Rand Corp, a nonprofit research institution, found that employers who invested in preventive health measures saw an average return on investment of $1.50 for every dollar spent. This 150 percent return on investment was largely due to reduced health care costs and increased productivity among employees. The result is a happier, healthier employee.
Curative was created with affordability, simplicity, and engagement in mind. A new type of health insurance, Curative is excited to offer a health plan with transparent pricing so members can focus on care, not costs. We meet members where they are and work together to build health.
Born in the heart of Texas, Curative was created to make health care accessible. In March 2020, Curative responded to the urgent need for COVID-19 testing by developing a network of thousands of testing sites across 40 states and three CLIA-certified laboratories. We’ve built upon that platform with a mission to address inefficiencies in the health care system by prioritizing the patient experience.
Curative is an employee-sponsored PPO plan offered to employers. We work with health insurance brokers and employers to make adopting Curative easy. We know that employee health matters, and we adapt to meet the needs of our members.
The strength of our business speaks for itself. With an Excellent Financial Strength Rating from AM Best, Curative is proud to provide a strong health insurance program to Texas and expand to the rest of the country. Curative Inc. has infused $100 million in capital to strengthen its Curative Insurance Company subsidiary, a sign of commitment to financial stability in the years to come.
Curative encourages regular screenings and preventive health measures to ensure health goals are measured and achieved. It encourages members to want to use their plan and avoid health care waste by knowing where they stand in their health.
Curative encourages health engagement from the start. Curative’s Baseline Visit program encourages members to meet with the health care team for a health screening within the first 120 days of plan activation. From there, members will get a snapshot of their health and work with a team of experts to develop strategies based on their goals. By completing the Baseline Visit, members can enjoy $0 copays or deductibles for in-network care.
Prevention is the heart of Curative’s plan. Employees will love our features, including:
One monthly premium
$0 copay, deductibles, and out-of-pocket costs*
24/7/365 access to customer support Personal Care Navigator to support plan utilization
The Curative Pharmacy redefines the pharmacy experience. We offer $0 copays for a wide range of preferred drugs for members who complete their Baseline Visit*. Our pharmacy even offers same-day delivery to your home (for select cities)*. We have a partnership with a national network of pharmacies, so you can get your prescriptions wherever you are.
Our virtual urgent care in partnership with NormanMD** is there for you when you need it most. At any time, day or night, you have access to medical guidance. In less than 10 minutes, you can connect with a provider via messaging, audio, or video chat.
No copays. No deductibles. Really. Curative is changing the way we view health insurance. Come find out why more health care brokers and employers are choosing Curative today!
To learn more information about adopting Curative’s plan for your employees, visit us here.
Abelson, R. (n.d.). Higher Bills are Leading Americans to Delay Medical Care. New York Times. Retrieved from https://www.nytimes.com/2023/02/16/health/inflation-delayed-health-Care.html
Centers for Disease Control and Prevention. (2020, December 17). Absenteeism in the workplace. Centers for Disease Control and Prevention. Retrieved March 1, 2023, from https://www.cdc.gov/
Centers for Disease Control and Prevention. (2022, May 4). About the chronic disease center. Centers for Disease Control and Prevention. Retrieved March 1, 2023, from https://www.cdc.gov/chronicdisease/center/index.htm
CIRCADIAN® Content. (n.d.). White Paper: Absenteeism - The bottom line killer. Absenteeism Bottom Line Killer | CIRCADIAN® White Paper. Retrieved March 1, 2023, from https://www.circadian.com/white-paper-absenteeism
Curative Insurance Company's financial strength affirmed with a- (excellent) rating from am best and infusion of $100 million demonstrates curative's long-term commitment to its innovative health plan. Business Wire. (2023, February 1). Retrieved March 1, 2023, from https://www.businesswire.com/news/home/20230131006160/en/Curative-Insurance-Company%E2%80%99s-Financial-Strength-Affirmed-with-A--Excellent-Rating-from-AM-Best
Gallup, I. (2022, November 10). Employees need high wellbeing for high performance. Gallup.com. Retrieved March 1, 2023, from https://www.gallup.com/workplace/215924/well-being.aspx
Kearney A., & Montero, A. (2022, July 14). Americans' challenges with health care costs. KFF. Retrieved March 1, 2023, from https://www.kff.org/health-costs/issue-brief/americans-challenges-with-health-care-costs/
Kohll, A. (2022, October 12). The evolving definition of work-life balance. Forbes. Retrieved March 1, 2023, from https://www.forbes.com/sites/alankohll/2018/03/27/the-evolving-definition-of-work-life-balance/?sh=551e99d29ed3
Lamers, S. M. A., Bolier, L., Westerhof, G. J., Smit, F., & Bohlmeijer, E. T. (2012, October). The impact of emotional well-being on long-term recovery and survival in physical illness: A meta-analysis. Journal of behavioral medicine. Retrieved March 1, 2023, from https://www.ncbi.nlm.nih.gov/pmc/articles/PMC3439612/
Schaefer, J. (2021, August 19). The real roi for employee wellness programs. SHRM. Retrieved March 1, 2023, from https://www.shrm.org/resourcesandtools/hr-topics/benefits/pages/real-roi-wellness.aspx
The state of U.S. Health Insurance in 2022. State of U.S. Health Insurance in 2022: Biennial Survey | Commonwealth Fund. (2022, September 29). Retrieved March 1, 2023, from https://www.commonwealthfund.org/publications/issue-briefs/2022/sep/state-us-health-insurance-2022-biennial-survey To see all disclaimers, please view here.