Understanding Integration: What’s the most common integrated program?

According to our survey of 103 employers that integrate benefits for 2.5 million employees, the most common type of integrated program involves managing disability and absence across non-occupational benefits [for example, short-term disability (STD) and Family and Medical Leave Act (FMLA)] and occupational benefits (i.e., workers’ compensation) in an integrated disability management (IDM) program. Employers often include some form of medical management in their programs, and sometimes involve group health plans as integrated benefits partners.

Other types of programs exist, such as coordinating delivery of medical and disability programs for injuries off the job - similar to what employers do in workers’ compensation - or focusing on a program where STD benefits are managed so they are less likely to become long-term disability issues.

FMLA is almost universal

FMLA liability is increasingly on employers’ integration radar screens. If FMLA eligibility is not tracked - especially as employees use different benefits programs - employers are concerned they will extend their liability to offer FMLA entitlement unnecessarily. Over all types of integrated programs, more than 90% integrate or coordinate FMLA coverage into their integrated programs. Almost all IDM programs (96%) include FMLA tracking and eligibility determinations.

Employer Interest is Broad

An earlier IBI survey of 800 employers told us that 45% of all respondents are considering integrating their benefits programs. Of those 45%, 27% are integrating now. Interest ranged across all sizes of employers but the kind of programs desired depended heavily on several characteristics, most notably employer size.