At a Glance | January 23, 2020 Cost and Satisfaction: Traditional vs. High-Deductible Health Plan Enrollees Findings from the 2019 Consumer Engagement in Health Care Survey (CEHCS) of 2,068 privately insured adults. HDHP ENROLLMENT GROW TH Percentage of High-Deductible Health Plan (HDHP) Enrollees 2005–2019 The percentage of the 28% population with a high Percentage of Enrollment in HDHPs HDHP Enrollees deductible has continued has more than tripled to increase. 9% 2005 2019 PRIORITIZING COSTS Percentage of Enrollees Who Ranked the Following Cost Aspects of Their Current Health Plan “Very Important” Traditional plan users prioritized low out-of-pocket costs, Cost Priority: Traditional Plan HDHP Enrollees whereas HDHP users reported that low premiums were more 68% 57% Low out-of-pocket costs important than out-of-pocket costs when selecting their plan. 60% 64% Lower premium costs SATISFAC TION WITH PL A N Percentage of Enrollees “Extremely Satisfied” With the Following Aspects of Enrolling in Their Plan Overall, both types of enrollees were satisfied with ease of Satisfaction With: Traditional Plan HDHP Enrollees plan selection. However, satisfaction fell when examining 61% 53% Ease of selecting a health plan the number of health plans available to choose from, with 47% 37% Number of health plans to choose from HDHP enrollees less satisfied. CHOICE OF PLANS Number of Health Plans Offered to Enrollees HDHP enrollees were less Traditional HDHP satisfied with the number No Choice of Health Plans 32% 35% Plan Enrollees of health plan choices offered Choice of 2 Plans than traditional enrollees 17% 22% (see chart above). However, the Choice of 3 Plans HDHP group was significantly 17% 28% more likely to have a Choice of 4 or More Plans choice of two or three plans. 12% 15% Have a Choice, but Don’t Know 4% 7% How Many Plans 0% 40% SOURCE: Employee Benefit Research Institute and Greenwald & Associates, “ The 2019 EBRI/Greenwald & Associates Consumer Engagement in Health Care Survey” (Employee Benefit Research Institute, December 19, 2019). © 2020 EBRI This report is copyrighted by the Employee Benefit Research Institute (EBRI). You may copy, print, or download this report solely for personal and noncommercial use, provided that all hard copies retain any and all copyright and other applicable notices contained therein, and you may cite or quote small portions of the report provided that you do so verbatim and with proper citation. Any use beyond the scope of the foregoing requires EBRI’s prior express permission. For permissions, please contact EBRI at permissions@ebri.org.