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Health plan costs rank among the highest concerns of U.S. employers, and with good reason, since health care cost increases have outpaced inflation for years…

Mariners understand that some of the trickiest waters to navigate are located where two strong currents converge, creating powerful and dangerous swirls. Both employers and employees find themselves attempting to navigate the waters where the strong currents of retirement planning and health care planning meet.

It is no secret that health care costs have ranked among the top concerns of employers for much of the last decade. There is good reason for this concern, as health care costs have outpaced infl ation for years, and employers often bear the brunt of these costs for their employees and dependents. Employers looking for ways to stem the tide of runaway health plan expenses should investigate wellness programs designed to impact the source of the costs – unhealthy behaviors.

Over the past several years, the spike in the cost of healthcare and insurance premiums has been alarming. Many employed individuals have had at least a portion of these increases covered by their employers. However, once retired, a meaningful portion of the cost may have to be borne by retirees themselves.

Here, Manning & Napier provides a brief primer on the ACA and then outlines some of the outstanding uncertainties/complexities for employers and employees across various health/wealth market segments. While the discussion is not meant to highlight all details of the ACA and its impacts, we hope to shed light on the types of questions companies may be able to ask so they can use their benefits plans to help further their business objectives.