3 ways digital health is helping employees access faster, more convenient care

The digital health revolution is here for healthcare consumers. They’re using modern tools and digital-first platforms to access care, communicate with providers, and take control of their health. But have employers kept up? Are they offering benefits programs that meet employees where they are (on their smartphones)?

Benefits teams hold the keys to many digital health innovations, and they are uniquely positioned to help employees access faster care, more convenient provider visits, and the latest apps, all while keeping affordability in mind.

Let’s look at three ways healthcare consumers are embracing digital health and looking toward the future of access.

#1: AI tools for talk therapy and mental health

Employees are using Artificial Intelligence (AI) chatbots and large language models (LLMs)¹ as a mental health resource for talk therapy, support, and more.

How many people are using tools like Gemini, ChatGPT, or Claude for mental health support? According to research conducted by researchers at Sentio University,² 48.7% of survey respondents who use an LLM reported using it for mental health support. A further 63% said they found that the tool improved their mental health and wellbeing.

While these tools were not developed with mental health treatment in mind, other apps were created specifically for this purpose. One popular AI talk therapy app is already advertising to self-insured employers as an alternative to Employee Assistance Programs (EAPs).

Traditional EAP programs are also adding AI tools to their programs. Some are tapping these resources to lighten the administrative load on therapists by using AI for transcriptions, visit notes, and patient triage.

Employees are using AI tools for mental health, whether they are proven solutions or simply convenient alternatives to traditional therapy. And it’s no wonder that they’re choosing chatbots over licensed mental health professionals. According to the latest American Psychological Association survey³ of the profession, just 66% of practitioners take insurance, and many have waitlists longer than 3 months for new patients.

What can employers do to help?

Digital mental health options are big part of their strategy to meet the needs of employees and control costs. A recent study found that text-based psychotherapy can be as effective as in-person sessions, and considerably more cost effective for both payers and patients. Employers can offer digital point solutions, provide competitive Health Savings Account (HSA) contributions, and allow employees to seek and pay for mental health care in a way that embraces the new norm.

#2: GLP-1 access and affordability

Glucagon-like peptide-1 (GLP-1)⁴ medications for Type II diabetes and weight loss are growing in popularity, and benefits teams find themselves at the center of coverage decisions. Indeed, if weight management programs are a big part of your organization’s benefits strategy, you’re probably already thinking about the access to and affordability of these drugs.

Healthcare consumers can expect to pay several hundred dollars out of pocket if GLP-1s aren’t covered on their plan, while employers that cover them could see a 10-20% spike in pharmacy spending.⁵ Weight loss medications are at the center of a collision between financial and physical wellness.

What can employers do to help?

Some employers are tackling this problem by tapping into existing weight loss, nutrition, and behavioral digital health solutions as a model for covering GLP-1s.⁵ For example, coverage of semaglutide or tirzepatide may be contingent on nutritional counseling or participation in a physical fitness program. Employers can tap these digital health resources to support employees taking these medications.

Another option? Partnering with a specialty pharmacy. By offering GLP-1 access through an existing partner or adding a new one, employers may set pre-requisites for coverage, control costs, and help employees with clinical guidance. This could also be achieved with a telehealth partner. HealthEquity recently partnered with Agile Telehealth⁶ to offer our HSA members access to weight management solutions that are payable using their pre-tax HSA savings. Members can pay for eligible care with tax-advantaged dollars through their HealthEquity account, helping their healthcare spending go further.

HSAs are another way to give employees GLP-1 payment options even if they aren’t covered under your health plan. Employers can evaluate their contributions to employee HSA accounts and consider a boost to help ease the cost of these medications.

#3: Telemedicine expansion

Telemedicine is nothing new for benefits teams and employees, but these services have expanded their reach and capabilities in recent years. The COVID-19 pandemic encouraged traditional providers and health plans to incorporate telemedicine into their practices, allowing patients to use video calls or texting to access their doctors either in real-time or asynchronously.

While telemedicine used to be for acute but simple needs (think strep throat or a recurring skin condition), many digital platforms have now expanded to include more types of care⁷:

• Mental health services
• Weight management
• Diabetes management
• Primary care
• Dermatology
• 24/7 care

The overlap with AI-powered health and wellness apps is another trend that will likely transform telemedicine over the next several years. However, as employees have more options for how, where, and when to seek care, the experience may become fragmented. More tools may lead to more medical records, prescriptions, and diagnoses that aren’t easily with a primary care physician or specialist.

What can employers do to help?

While many employers tap telemedicine programs that are separate point solutions, others are looking for health plans that incorporate this benefit.⁸ Instead of meeting with the first available doctor to get seen for a possible urinary tract infection, patients may have access to their Primary Care Physician (PCP) for a quick video visit. The benefit for patients is clear: a trusted, familiar face with a better grasp on their total health and wellness. For employers, it’s also a win: a streamlined benefits program with fewer vendors.

Digital health is here to stay, and patients are embracing the convenience, time savings, and cost savings.⁹ Forward-thinking employers are also looking to AI, GLP-1 medications, and telemedicine as potential digital health solutions for their people.

Having an HSA gives employees dedicated funds to invest in their health and wellbeing. Whether it’s a telemedicine co-pay, a digital therapy app subscription, or a compounded GLP-1 medication,¹⁰ HSAs lower the financial barriers that employees face when they access digital care.