As health care costs continue to climb, many employers are rethinking their benefit strategies. Large employers, in particular, face growing pressure to support employee health, manage spending and deliver a strong member experience, often across large, diverse and widespread populations. While there’s no single solution, several strategies are proving effective. Two we’re seeing gain traction are value‑based networks and alternative health plan models. Together, these represent two levers large employers can activate to address total cost of care.
Both approaches are helping organizations with national footprints improve affordability, control spending and enhance the member experience, especially in today’s inflationary climate.
A closer look: Value‑based care networks
At its core, value‑based care focuses on improving quality, prevention and patient experience. Instead of rewarding the volume of services provided, this model incentivizes high‑performing providers to deliver coordinated, whole‑person care. Over time, value‑based care has emerged as an effective way to address fragmented care delivery, rising costs and inconsistent outcomes.
Employers are increasingly adopting value‑based networks to help reduce unnecessary utilization, improve chronic condition management and elevate the overall member experience. At Meritain Health®, our network solutions are built around the needs of members and plan sponsors alike.
Through collaboration with Aetna®, our value‑based networks are designed to be:
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- Member‑centric, offering access to care where and how members want it, while supporting a high‑quality, whole‑person and equitable experience.
- Outcomes‑based, aligning incentives to promote better care delivery through informed member decisions, strategic provider contracting, actionable data and clinical collaboration.
- Comprehensive, providing broad national access and trusted provider partnerships that support innovation and consistency across markets.
When value‑based networks are layered with purposeful plan design, the impact can be amplified. The result? A model where members receive more informed, quality‑driven care— and employers gain a more predictable path toward long‑term cost savings.
A closer look: Alternative health plan design
Another strategy gaining momentum among large employers is alternative health plan design. These innovative, often non‑traditional models are built to improve affordability and care quality through enhanced transparency, flexibility and member engagement.
According to Mercer, more than one‑third of large employers plan to offer a non‑traditional medical plan in 2026. This reflects growing interest in alternative approaches that direct employees toward higher‑value care.
While plan designs vary, common characteristics of alternative health plan models include:
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- Copay‑based designs that guide members to the most cost‑effective, high‑quality providers.
- Steerage that simplifies care decisions (cost- and quality-based).
- Streamlined billing experiences, often consolidating claims into a single monthly statement.
- Intuitive tools and resources that help members understand costs ahead of time and choose care confidently.
Alternative models are resonating with employers that want to improve affordability while still offering robust, high‑quality benefits. Early adopters are seeing reductions in medical spending, stronger engagement and greater cost predictability. This is making alternative plan strategies a compelling lever in today’s increasingly cost‑conscious environment.
Sources:
Aetna – Value‑Based Care Insights
Business Group on Health
Mercer
This article is for informational purposes only and is not intended as medical advice or an offer or invitation to contract. Health benefits and health insurance plans contain exclusions and limitations. Plan features and availability may vary and are subject to change. See plan documents for a complete description of benefits, exclusions, limitations and conditions of coverage.
