Healthcare Economist September 19, 2021
This is what a study by Whaley et al. (2021) aims to find out.
Many employers have introduced rewards programs as a new benefit design in which employees are paid $25–$500 if they receive care from lower-priced providers. Our goal was to assess the impact of the rewards program on procedure prices and choice of provider and how these outcomes vary by length of exposure to the program and patient population.
The authors use health insurance claims data for about 4 million individuals to find the answer. They examine changes in average price paid and provider market share for patients who’s employers introduced the new benefit design with patient direct payments compared to patients without this incentive.
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