At IntoValue, we accelerate provider organizations’ success with direct-to-employer care. We are uniquely positioned to enable both providers and self-insured employers to improve employee health outcomes and care experience, all while reducing the cost of care.

Here, we share the most interesting thought pieces about innovations in improving employer-sponsored healthcare.

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CARE DELIVERY

Scorecard on State Health System Performance from the Commonwealth Fund

The Commonwealth Fund's 2025 Scorecard on State Health System Performance highlights that while many Americans receive health insurance through their employers, affordability remains a major issue. High premiums and deductibles are common, leading to financial strain and medical debt for many employees, including those with middle incomes.

The report also notes that few employers currently adjust premium contributions or cost-sharing based on an employee's income. In 2022, only 10% of larger firms (200+ employees) reduced premiums for lower-wage workers, and even fewer (5%) had similar policies for cost-sharing. This suggests that while employer-sponsored plans are a vital source of coverage, they often do not fully address the affordability challenges faced by working families. IntoValue works directly with care delivery organizations to provide the high quality, cost-conscious, accessible care that employers and employees seek.

IntoValue works directly with care delivery organizations to provide the high quality, cost-conscious, accessible care that employers and employees seek.

EMPLOYEE BENEFITS

2025 Midyear Business Leaders Outlook: Advancing into the Future—Rain or Shine

Chase’s 2025 Midyear Business Leaders Outlook offers insights into how small businesses are thinking about the economic environment. Some highlights include:

Health Insurance: Nearly 8 out of 10 respondents already provide health insurance. Of those increasing coverage, 63% are doing so to offer a higher-quality plan, and 36% are doing it to attract new talent.

Cost Concerns: While some businesses are considering reducing or discontinuing health coverage due to economic uncertainty, benefits remain a crucial tool for attracting and retaining talent.

Hiring Plans: Over half of the surveyed U.S. business owners plan to expand their full-time staff in the next year.

Talent Challenges: 50% of business owners are highly concerned about finding qualified candidates.

Retention and Attraction Strategies: To address the talent shortage, most businesses are increasing wages, offering more flexible schedules, and investing in upskilling programs.

IntoValue helps health systems and medical groups design and deploy services that meet employee healthcare needs.

PRICE TRANSPARENCY

Health Plan Price Transparency: Leveraging Transparency in Coverage Data to Reveal Actional Information Commercial Rates

Trilliant Health released insights into negotiated commercial rates, available because of CMS’ Transparency Coverage final rule. Highlights include:

Cost Variation: Across the country, commercially insured patients, whose healthcare is mainly paid for by employers, face huge price differences for the same procedure. For six common inpatient procedures, the negotiated rates varied by an average factor of 9.1.

Payer Differences: At the very same hospital, insurers like Aetna and UHC negotiate dramatically different prices for the same procedure. The average price difference between them for six procedures was about 30% of the median procedure cost.

Quality vs. Cost: A study of 10 "best hospitals" found no clear relationship between a hospital's overall cost and its quality ratings. This suggests that paying more for care at a top-rated hospital doesn't guarantee better quality.

At IntoValue, we work with health systems to ensure employees have access to high quality care – at reasonable, predictable costs – while also building stronger relationships with local and regional employers.