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| Employer Health Benefits 2005 Annual Survey |  |
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Error in element (see logs)
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Exhibit 8.4: HDHP/HRA and HSA Qualified HDHP Features, by Plan Type, 2005
| HDHP/HRA | HSA Qualified HDHP | Average Enrollment (Among Firms Offering Plan Type) | 25% | 15% | Annual Plan Averages for: | Single | Family | Single | Family | Premium | $3,503 | $8,530 | $2,700 | $7,909 | Worker Contribution to Premium | $423 | $2,654 | $431 | $1,664 | Deductible | $1,870 | $3,686 | $1,901 | $4,070 | Out-of-Pocket Maximum Liability‡ | $2,859 | $5,057 | $2,551 | $4,661 | Firm Contribution to HSA or HRA | $792 | $1,556 | $553 | $1,185 |
| ‡ | Employers reported no maximum out-of-pocket limits for 3% of workers enrolled in HDHP/HRAs; these workers are excluded from the calculation. For HSA qualified HDHPs, we excluded cases where employers reported out-of-pocket limits that exceeded the legal maximums ($5,100 for single coverage and $10,200 for family coverage). | | | | | High-deductible health plan (HDHP): A plan with an annual deductible of at least $1,000 for single coverage and $2,000 for family coverage. | | | | | HDHP/HRA: The survey asks about health reimbursement arrangements (HRAs) that are offered with a high-deductible health plan (HDHP). An HRA is medical care reimbursement plan sponsored by an employer. HRAs are funded on a pre-tax basis ONLY by an employer, not the worker (see section 8 text for additional information about HRAs). | | | | | HSA qualified HDHP: The survey asks about high-deductible health plans that are health savings account (HSA) qualified. An HSA qualified HDHP includes an annual deductible of at least $1,000 for single coverage ($2,000 for family coverage) and maximum out-of-pocket cost-sharing of $5,100 for single coverage ($10,200 for family coverage) for 2005 (see section 8 text for additional information about HSAs). | | | | | Note: The average firm contributions to HSAs for single coverage ($553) and family coverage ($1,185) include covered workers whose firm makes no contribution to the account. Average Firm Contributions to the HSA or HRA cannot be calculated by subtracting the average Total Annual Premium from the average Total Annual Spending (see Exhibit 8.5) due to varying sample sizes. Some firms provided data for premiums and worker contributions that were inconsistent with other data they provided about their HDHP/HRA or HSA qualified HDHP. These data were excluded from estimates of the average premium, worker contribution, and firm contribution for the HDHP; therefore there are fewer cases used in calculating those averages than for the average firm contribution to the HSA or HRA. | | | | | Source: Kaiser/HRET Survey of Employer-Sponsored Health Benefits, 2005. | | | | | For more information regarding survey methodology, click here to view the Survey Design and Methods section. |
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