2023 Benefits Survey of Hospitals

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2023 Benefits Survey of Hospitals

Our Survey

Now in its eighteenth year, the Benefits Survey of Hospitals provides crucial benchmarking and trend information that hospital executives need to offer a more attractive benefits package and manage their employer-sponsored health plans.

This year’s survey highlights strategic benefits and wellbeing priorities and tactics in response to increasing costs, labor shortages and shifting workforce expectations.

The 2023 survey covers the entire United States and provides key findings for:
  • 160

    health systems

  • 1,400


  • 3.3M+


Key Areas of Concern

  • Health system employers continue to find ways to adapt and be nimble in this challenging environment.
  • The need to support mental health and resiliency of the workforce has only continued to rise each year as a priority for health systems. It is clear that employees’ health and wellbeing is a priority—and certainly an important strategy to retain talent and ensure that employees thrive, in the workplace and out.
  • Interestingly, the need to manage costs is back up in priority as it was before 2022 as health systems are under financial pressure in all aspects from operational to labor costs, with inflation exacerbating this.
  • However, it is apparent that health systems are equally prioritizing and concerned with providing a competitive total rewards package to attract and retain talent. These two priorities need to be addressed with care to provide a balanced approach to cost and value.
Key Areas of Concern Diagram

Topics Covered in the Report

The report further illuminates how health systems are addressing these areas of concern:

  • Health plan concerns, strategy, and governance
  • Prevalence of benefits to attract and retain talent
  • Changes implemented to address workforce challenges (in benefits, time off, compensation, and remote/hybrid work)
  • Tactics to compete with nurse staffing firms
  • Benefits modification to support Diversity, Equity, and Inclusion
  • Strategies to drive domestic utilization
  • Health plan cost sharing and affordability tactics
  • Strategies to address employee burnout
  • Behavioral health and virtual care strategies
  • Wellbeing strategy and programs
  • Pharmacy programs to control cost
  • Plan costs (national and regional breakout available)
  • Medical and pharmacy plan design and employee contributions (national and regional breakout available)
  • Employee cost share differentials between domestic, in-network (non-domestic) and out-of-network tiers; and in-house and external pharmacy
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