This is a good article providing some first-hand stories of how three different employers are faring with the implementation of health savings accounts: “Benefit Leaders Tout Consumer-Directed Care Success Despite Low Enrollment.” For those who are curious about how health savings accounts would work in a law firm setting, the article describes the program started at Preston Gates & Ellis:
Despite a communication strategy that began more than a year before the HDHP went into effect, only about 6% of the company’s employees enrolled for the 2005 plan year. Enrollment for 2006, however, nearly doubled to 11%, and 96% of those who enrolled in 2005 stuck with the plan.The HDHP includes a $1,200 annual deductible for single coverage ($2,500 for family coverage) and an annual HSA contribution of $500 ($1,000 for family coverage). For employees with family coverage, the HDHP offers a 30% savings in premiums versus the more traditional PPO . . .
For the 2006 plan year, Preston Gates boosted the annual HSA contribution from $500 to $750.</blockquote.