Are You Financially Fit?

It’s often thought that having money leads to happiness.  While that’s not necessarily true, being financially secure does create a sense of well-being which impacts your mental and physical health.  To address our whole health in 2023, we need to understand the relationship between financial and physical wellness.

Inflation, at 7.1%, has made financial stress worse and the rise in prices has had a major impact on people’s finances and their ability to afford everyday purchases.  In February 2022, the American Psychological Association(APA) reported the highest number of people experiencing money-related stress since 2015 – 65% of respondents said money is a significant source of stress. Younger people are more stressed about money, with 82% of Gen Z (ages 18-25) and 81% of millennials (ages 26-43) reporting that money is a stressor.

When you are experiencing financial troubles or have unforeseen expenses to cover, your health may be impacted.

People with financial burdens often neglect important preventive care or medical regimens.  Delaying routine exams and preventive screenings can make it difficult to catch medical issues early when they are easier and less costly to treat.  Additionally, experts have found that stress from money problems tends to be chronic, or long-lasting.

Remember that it is important to continue making your physical health a priority as you work on your financial well-being.  Although you may likely still face financial stress, there are ways to make it more manageable:

  • Eat a healthy balanced diet
  • Exercise regularly
  • Practice stress reduction techniques (taking a walk, yoga, connecting with others)
  • Utilize an employer financial wellness program, if available
  • Talk to a financial advisor to develop a plan of action

Without the right relief strategies in place, a vicious cycle of financial and physical stressors affecting one another can form.  Creating a plan to properly address your overall well-being can help you understand how this cycle works and how financial stress and physical unfitness are interconnected.

Tags: Blog, custom content for benefit agencies

2023 Employee Benefit Trends

A hot labor market that has seen scores of employees leave their jobs for new and better opportunities has HR and benefits leaders planning to up the ante when it comes to benefits that sway workers to stay. But at the same time, employers also are aware of soaring costs and inflation concerns and are looking to make sure any benefits investments are worthwhile.

For 2023, employers are uniquely positioned to offer more than just a health care plan, including perks and resources that today’s workers are seeking.

Voluntary Benefits

You can please some of the people some of the time, but you can’t please all the people all the time – unless you embrace voluntary benefits, that is.  Voluntary benefits are optional perks that are offered to employees at a discounted group rate which their employer has negotiated with providers.  While employees still need to pay to use these benefits, the amount is usually far less than it would be without company subsidies.

These types of benefits give employees the chance to customize their benefits packages to best suit their particular needs.  Whether it’s affordable veterinary insurance for pet owners, subsidized pre-K childcare for parents, or student loan repayment programs, offering these types of policies can directly improve the quality of life for employees who choose to take advantage of them.

Financial Wellness Benefits

Employees worry and stress about their finances especially today due to record-high inflation and are searching for financial wellness education and guidance. Nearly 80% of employees say a financial wellness benefit is an important part of a comprehensive benefits package. Some of the popular financial wellness benefits are:

  • Retirement Plan Options with Matching Contributions
  • Health Savings Accounts
  • Flexible Spending Accounts
  • Financial Planning Assistance
  • Flexible Paydays
  • Employee Discount Program
  • Financial Reimbursements (Ie. student loan repayment plans, child-care support funds and professional development stipends)

Family-Friendly Benefits
Employers are increasingly looking to expand their family-friendly benefits for employees in 2023.

  • Paid family leave is not guaranteed by law in the U.S. but it is a highly sought-after perk. A parental leave policy – one that considers both parents and accounts for adoption and fostering in addition to childbirth – can show your employees you care about supporting their home lives.
  • Childcare assistance supports working parents facing rising costs of living. While some larger employers may offer on-site childcare, smaller business can show their commitment to working parents by helping to subsidize the cost of childcare through employer contributions or pre-tax deductions.
  • Fertility assistance supports employees who are going through costly infertility treatments, surrogacy, and IVF.

Inclusive and Flexible Care

The diverse workforce of 2023 is prioritizing a better work-life balance. It’s important to develop a benefits package that recognizes a healthy environment for your employees.

  • Mental health benefits are in demand since mental health is a crucial part of overall health. Offering an employee assistance program (EAP) is a great way to support workers in tough situations.
  • Work flexibility includes not only remote or hybrid work options, but you can also consider flexible start and stop times, a four-day work week or unlimited PTO to attract top talent and increase retention.

Overall, your benefits offerings for 2023 should reflect your organization’s values.  Remember, your company depends on being able to keep your employees happy, healthy, and productive.  Benefits that show respect for employees and promote a strong, vibrant culture are worth the investment.

Tags: Blog, Employee Benefits

Holiday Stress? Try Our 6 Tips for a Happy Holiday Season!

The holidays are often the busiest time of the year for a lot of people which can make it hard to stay mentally and physically healthy.  With a little intentionality and understanding, you can fully enjoy the holidays while keeping your health in mind.

6 Tips to Make Your Holidays Brighter:

Get Enough Sleep

Sleep is often the first thing to go during a busy holiday season.  Poor sleep, especially over a period of a few weeks, leads to poor functioning: it impacts your immune system, ability to concentrate and your mood – all things that make you even more stressed out.  It’s a vicious circle.

Prioritize “Me Time”

Taking some much needed “me time” isn’t selfish; taking care of yourself is one of the best mental wellness gifts you can receive.  Do some yoga, take a walk, relax in the bathtub, or simply take some time to catch up on some reading.  Your mental health will thank you for it.

Practice Self-Control When It Comes to Food

Cookies, muffins, cakes and countless other temptations are prevalent during the season! The holidays are a time when a lot of people pull out their stretchy pants from the back of their closets so they can eat sweets and delicious foods to their hearts’ content. It’s okay to enjoy holiday treats but it’s important to be mindful of your choices and then balance your treats with healthy foods.

Plan Ahead to Avoid Last Minute Stress

Staying on top of your errands and to-do list by thinking ahead.  Getting your holiday shopping done early helps you avoid the stress of last-minute shopping when you might not be able to find the things on your list.

Get Some Exercise

Exercise is an excellent way to destress.  But don’t worry if you miss some time at the gym – the holidays are always busy and making your regular 7 a.m. spin class after a holiday party probably isn’t going to happen, and that’s okay.  Focus on simply moving your body.  Take the stairs or park your car further away from your destination to get some more steps in!

Don’t Compare Yourself to Others

Pinterest floods your feed with extravagant party decorations.  Not to mention seeing beautifully decorated homes in TV commercials or social media posts of lavish gifts can make you feel overwhelmed. You might even start to think your holiday celebrations aren’t up to par.  Just remember: your holiday traditions are your own and they don’t have to be like anyone else’s.

While the holidays can feel exhausting, it’s also a time to be enjoyed and savored.  Make time for the activities you enjoy this season, such as Christmas baking, holiday movies, ice skating, and favorite family traditions.  But most importantly, be present.  That’s the best tip of them all.


Tags: Blog, Custom Content, health

What Employees Want: Praise and Recognition

“What gets recognized gets reinforced, and what gets reinforced gets repeated.”


In today’s ultra-competitive work environment, the companies with the winning edge are the ones that have the best-trained and well-skilled staff. However, even the best employees cannot perform well (or may even jump ship) when they are not motivated enough. Praise and recognition provide the kind of positive experience that can increase employees’ morale, motivation and engagement, and renew their commitment to their organization.  This is why employee praise and recognition in the workplace has to be an innate part of any company’s culture.

What is Employee Recognition?

Employee recognition is the acknowledgment of a company’s staff for exemplary performance. It is the timely informal or formal acknowledgement of a person’s behavior, effort, or business result that supports the organization’s goals and values and exceeds normal expectations.

Why Employee Recognition Matters

One of the biggest motivators for employees is to be held in high esteem by their peers. The best way of earning this respect is to be acknowledged for being good at what they do.

An increasing number of businesses are becoming proponents of mutual recognition, claiming that asking colleagues to praise each other helps to create a genuine atmosphere of positivity and fuels a sense of belonging and purpose.  Employees thrive off acknowledgement and praise. Especially in the age of hybrid and remote work, it is not uncommon to experience feelings of isolation, so knowing that your co-workers appreciate you and value your input can help to effectively combat this.

But don’t just take our word for it – there’s plenty of data to back up the value of employee recognition programs.

One of the benefits of recognition and praise is that it helps create employee engagement. Workers won’t be engaged if they feel like nobody cares. A manager who praises is one who’s paying attention to the work and the worker. That personalized attention is crucial for the creation of an emotional bond between employees and the organization. And the strength of that bond, in turn, is behind higher productivity, lower turnover, fewer mistakes and accidents, and ultimately, higher profits.

Another benefit of employee recognition and praise in the workplace is that it can be the foundation of cultivating a culture of self-improvement. One of the best methods for staff recognition is to provide them with opportunities to learn and make themselves better at what they do. To take it a step further, it is also ideal to incentivize learning – reward those who have taken the time to focus on self-improvement.

There are countless ways to put employee recognition in the workplace into action; however, it all begins with company culture. A winning employee recognition program starts with having a company culture that advocates appreciation for top performers. This can be the foundation for solid staff engagement, continuous employee development, and an integral part of the company’s retention strategy for the future.

Tags: Blog

Diabetes: What You Need to Know

Diabetes is increasing at an alarming rate in the United States. According to the CDC’s (Centers for Disease Control) National Diabetes Statistics Report for 2020 cases of diabetes have risen to an estimated 37 million (or 1 in 10 people in the U.S.).  November is National Diabetes Month and is a great time to bring attention to this disease and its impact on millions of Americans.

What is Diabetes?

Diabetes is a chronic health condition that affects how your body converts food to energy. With diabetes, the body either no longer makes insulin or the insulin that is made no longer works as well as it should.  Either way, high levels of glucose (a form of sugar) build up in the blood.  When this happens, your body can respond in some serious ways that include liver damage, stroke, heart disease, vision loss, kidney disease and damage to the feet or legs.

Most Common Types of Diabetes

  • Type 1 – usually diagnosed in children and teens. Type 1 diabetics need to take insulin every day to survive.
  • Type 2 – develops over many years and is usually diagnosed in adults (but is developing more today in children and teens also). With Type 2 diabetes, your body doesn’t use insulin well and can’t keep blood sugar at normal levels.
  • Gestational Diabetes – develops in pregnant women who have never had diabetes.

7 Warning Signs of Diabetes

  1. Frequent Urination
  2. Increased Thirst or Dry Mouth
  3. Unexpected Weight Loss
  4. Persistent Hunger
  5. Foot Pain and Numbness
  6. Fatigue
  7. Blurred Vision

Type 1 Diabetes

Type 1 diabetes, also known as juvenile diabetes, occurs when the body does not produce insulin.  Insulin is a hormone responsible for breaking down the sugar in the blood for use throughout the body.  People living with type 1 diabetes need to administer insulin with injections or an insulin pump.

There is no cure for type 1 diabetes.  Once a person receives their diagnosis, they will need to regularly monitor their blood sugar levels, administer insulin, and make some lifestyle changes to help manage the condition.

Type 2 Diabetes

Type 2 diabetes, the most common type of diabetes, occurs when your cells don’t respond normally to insulin, which is known as insulin resistance. You can develop type 2 diabetes at any age but it occurs most often in middle-aged and older people and tends to appear gradually. In most cases, medication along with changes in exercise and diet can help manage type 2 diabetes.

Gestational Diabetes

Gestational diabetes is a condition in which a hormone made by the placenta prevents the body from using insulin effectively.  Unlike type 1 diabetes, gestational diabetes is not caused by a lack of insulin, but by other hormones produced during pregnancy that can make insulin less effective.  Gestational diabetic symptoms disappear following delivery but gestational diabetes increases your risk for type 2 diabetes later in life.


There is good news for those living with diabetes – and those at risk. Experts are learning more all the time about lifestyle steps for diabetes control and prevention.  New medications and devices can also help you control your blood sugar and prevent complications. For more information on diabetes and how to make good choices, visit the American Diabetes Association website.

Tags: Benefit Content, Blog, Custom Content, health

It’s Open Enrollment Season: Are You Prepared?

Choosing the right benefits during open-enrollment season is so important and can help save money. It can also give individuals and families broader support with their health. Benefits like medical coverage are particularly important with high inflation having such a big impact on people’s budgets.

A survey by UnitedHealthcare found that nearly 40% of employees devote less than one hour to the open enrollment process.  It is crucial to carefully analyze your benefits during open enrollment as any decisions you make will likely be locked for the year until the next open enrollment period. Don’t rush into open enrollment without carefully considering your options!

Here are some tips to ensure you make the most of your open enrollment:

Be Prepared

Open enrollment typically lasts for a short period (2-4 weeks) so knowing what you need to do ahead of time can be a big stress reliever. A good starting point is to consider how your needs have changed since last year.  For example, maybe you got married or received a raise.  These changes may require a change in coverage, whether it be for life, health or disability insurance, and it is important to consider how these or any other expected life changes will impact your insurance needs.

Review Any Changes Made by Your Employer

It is common for employers make changes to plans and premiums to keep up with the times.  When you receive your open enrollment packet to review plan options, it is important to consider all aspects of coverage and the total cost of coverage.  The total cost is impacted by the deductibles, premiums, co-insurance and maximum out-of-pocket expenses.

Take note of whether your employer made any changes in providers.  If this happens, your current physician or dentist may be out-of-network which will result in out-of-network costs or denied claims.

Review Your Insurance Options

The largest portion of employer benefits is health insurance so it is important to choose the plan that is best for you and your family.  Important questions to ask are: how often do you have medical expenses?  Are lower premiums or lower out-of-pocket costs more important to you? Do you take expensive prescription drugs? Can you afford hefty out-of-pocket costs if there is an emergency?

There are 3 main plan types:

  • Preferred Provider Organization (PPO)

PPO’s are a popular choice since they allow you to see any doctor or specialist and don’t require a referral from your primary care physician (PCP) to see a specialist.  However, PPO premiums are usually much more than other plans.  To help reduce costs, remember that using in-network providers and specialists who are part of your PPO network will save you money.

  • Health Maintenance Organization (HMO)

HMOs have lower premiums than PPOs but they require you to stay in-network.  You will also need a referral from your PCP to see a specialist.  The idea is that the PCP coordinates your care.

  • High Deductible Health Plan (HDHP)

Another low-cost option is a high-deductible health plan.  What sets HDHPs apart from other plans is their low premiums and high deductibles.  That means you won’t have to pay as much each month for premiums but you will need to pay more of the healthcare costs when you need services.  To help you pay for the bigger deductible, employers usually pair an HDHP with a health savings account (HSA), which allows you to save for medical expenses, including deductibles and copays.

Learn How FSAs, HRAs, and HSAs Differ

Many employers offer accounts that help you save for medical expenses:

  • Flexible Spending Account (FSA)

You decide how much pre-tax money to put into the employer owned account through payroll deductions and then you can use that money to pay for out-of-pocket medical expenses.  You lose that money if you change jobs or don’t use it by the end of the year.

  • Health Savings Account (HSA)

Connected to a HDHP, an HSA lets you set aside money on a pre-tax basis to pay for qualified medical expenses.  The account is yours, so you keep it if you change jobs.  The money rolls over each year so you don’t have to worry about “using it or losing it.”

  • Health Reimbursement Arrangement (HRA)

An HRA is similar to an HSA except that the employer owns the account so you can’t take it with you when you change jobs.  You’re able to contribute money for medical expenses just like an HSA or FSA.  Money can also be carried over to the next year like an HSA.

Open enrollment is an important time of year and is worth investing some time and energy to decide what is best for you and your family.  Health insurance is one of the most important purchases you make.  By doing your homework and taking the time to carefully consider your options, you’ll find the plan that is right for you!


Tags: Blog, Blogging, custom content for benefit agencies, Employee Benefits

Are You on Track to Retire? 6 Tips to Save for Retirement

According to most retirement savings statistics, saving for retirement is something a lot of people put on the backburner.  Until it is too late, that is.

For some people, the reason is that they are simply living paycheck to paycheck, so there isn’t much left to put aside. Others have some leftover money after covering the monthly expenses but aren’t sure how much they need to put in their retirement fund.  Retirement is expensive and you need to know how much money you will need each year.

Most experts say your retirement income should be about 80% of your final pre-retirement annual income.  That means if you make $100,000 annually at retirement, you need at least $80,000 per year to have a comfortable lifestyle after leaving the workforce.Facts:

  • Only half of Americans have calculated how much they need to save for retirement.
  • In 2020, more than a quarter of private industry workers with access to a defined contribution plan (such as a 401(k) plan) did not participate.
  • The average American spends roughly 20 years in retirement.

Remember…Savings Matters!  Here are 6 Ways to Save for Retirement:

1 – Focus on Starting Today – Start saving as much as you can now and let compound interest – the ability of your assets to generate earnings, which are reinvested to generate their own earnings – have an opportunity to work for you.  Develop a plan and stick to it.

2 – Take Advantage of Your Employer’s 401(k) plan – Try to save at least 10-15% of your pay in a tax-advantaged retirement account, such as a 401(k).  Make sure to increase your contribution or at least set up an auto-escalation so that you put in more each year.

3 – Meet Your Employer’s Match – If you employer offers to match your 401(k) contributions, make sure you contribute enough to take full advantage of the match.  For example, an employer may offer to match 50% of employee contributions up to 5% of your salary.  That means that if you earn “$50,000 per year and contribute $2,500 to your retirement plan, your employer would add another $1,250.  It is essentially free money!   Don’t leave it on the table.

4 – Invest in an Individual Retirement Account (IRA) – There are two IRA options: a traditional IRA or a Roth IRA.  The taxes from your contributions and withdrawals are different with these two types of IRA’s so be sure to choose the type that is right for you.

5 – Take Advantage of Catch-Up Contributions – Turning 50 years old has some advantages, including being able to contribute more to your retirement account with catch-up contributions.  In 2022, you can add an extra $6,500 per year in catch-up contributions, bringing your total 401(k) contributions to $27,000.  For either a traditional or a Roth IRA, the annual catch-up amount is $1,000 which boosts your total contribution to $7,000.

6 – Find Out About Your Social Security Benefits – Social Security retirement benefits replace 40% of pre-retirement income for retirement beneficiaries.  You can estimate your benefit by using the retirement estimator on the Social Security Administration’s website.

Debra Greenberg, Director of Retirement and Personal Wealth Solutions for Bank of America said, “Recognizing the need to put money away for retirement is the first step.”  Understanding how much you want to save and setting goals to achieve your financial goals is vital.  Starting too late and saving too little is a common regret among retirees.  Making the effort now can help you look forward to your golden years.

Even with these tips, you’ll need more information.  Talk to your bank or financial advisor to get practical advice to start saving today!

Tags: Blog, Blogging, Custom Content, custom content for benefit agencies

What Employees Want: Financial Wellness

“Financial Wellness” is getting a lot of buzz these days — and for good reason!  After all, today’s workforce is overwhelmed by mounting student debt and other rising expenses.

Financial wellness refers to a person’s overall financial health and is one of many factors that makes up employee wellbeing.  We often think of wellbeing as related to physical and mental health, but financial stress impacts a person’s health as well.  When employees are stressed about their financial situation it effects their productivity, attendance and engagement in the workplace.

Organizations are continually looking for ways to stay competitive and have an advantage in attracting and retaining qualified employees. With the current economic conditions, people are looking for jobs that offer more than just paid time off and health insurance.  Therefore, many businesses have turned their focus to employee financial wellness programs to add value to their compensation packages.  More than  51% of organizations offer financial wellness initiatives and 29% of companies are interested in launching financial wellness programs. Offered as a voluntary benefit, financial wellness programs send employees a valuable message, letting them know their company cares about them and is ready to extend a helping hand to those in need.

The goal of implementing a financial wellness program is to support and improve the financial health of employees by providing tools and resources to help them manage their current finances, protect against unforeseen financial hardships, and plan for a financially secure future.

Let’s take a look at some of the financial wellness solutions available:

  • Educational Programs – An education-focused program that equips employees with the information they need to plan for emergencies using current employer benefits. Financial guidance sessions and financial education workshops are available via live chat that teach employees about budgeting, credit scores, retirement savings and savings accounts.
  • Employer Matching Programs – A matching program involves an employer matching a certain percentage of contributions that employees make to their 401k, student loan repayment or a 529 (college savings) fund.
  • Financial Assistance Programs – These programs focus on alternative stressors employees might not have considered as a factor in their financial health. These include medical bill zero-interest financing, medical bill negotiation, relocation assistance and stock options.
  • Insurance Options – Employers can consider including alternative insurance programs such as long-term care insurance, pet insurance, adoption and fertility insurance, accident insurance, critical illness insurance, and life and disability insurance.

Over the past year, employee financial distress has intensified, which means it’s the perfect opportunity to bring financial education into your workplace.  It won’t be easy.  Reducing financial stress and improving financial health for your employees takes a comprehensive plan, but it will be worth the investment.  Your commitment to prioritizing financial health will help improve the lives of your employees.  Financially healthy employees are healthier and happier; they are better for the company’s bottom line.

Tags: Blogging, Custom Content, custom content for benefit agencies

4 Tips for Controlling Employee Benefit Costs During Inflation

Inflation is a silent budget killer- it causes everything to go up, from your groceries to your gas, as the purchasing power of money decreases.  Americans are feeling the pinch as the U.S. experiences the highest inflation level in 40 years.

Inflation has been particularly frustrating for Americans who are struggling to pay for items such as housing, food, energy, and vehicles.  However, consumer goods aren’t the only thing that have increased – employee benefit costs are also on the rise.  With rising inflation rates, many employers are struggling with rising healthcare costs.  A survey of large employers from the Kaiser Family Foundation found that 96% of respondents agree that the high costs of offering healthcare to their employees are excessive.

With inflation increasing, you may be tempted to cut benefits packages, but now more than ever, a generous benefits and perks package is crucial to retaining employees.  In fact, 63% of companies say that retaining is harder than hiring them.  Amidst the Great Resignation, HR is having to figure out how to alleviate the increasing benefit costs without passing those costs on to their employees and facing even greater turnover.  Fortunately, there are some strategies that employers can use to remain competitive in today’s market while still providing quality benefits for their employees:

    • Foster a Healthy Workforce – The healthier your employees are, the less likely they are to have extensive healthcare costs. Wellness programs are a great way to promote a healthy lifestyle.  A cost-effective way to provide wellness benefits while helping employees through periods of high inflation is through a wellness stipend. With a wellness stipend, you reimburse your employees for their wellness costs such as gym memberships, home exercise equipment and wellness apps.


    • Encourage the Use of Virtual Medical Services – With telemedicine, employees can schedule an appointment with your health care provider or specialist. They don’t have to drive to the doctor’s office, park or sit in a waiting room.  They can see their doctor from the comfort of their bed or sofa which makes it easier to fit into a busy schedule.  Telemedicine appointments are usually short visits, so employees can get back to work more quickly.


    • Supplement Your Group Plan With a Group Coverage HRA – One strategy employers can implement to lower costs while extending coverage is to add a high deductible health plan(HDHP) to their group plan offerings and supplement it with a group coverage HRA (GCHRA), also known as an integrated HRA.


    • Eliminate Benefits that Employees Don’t Use – Take a microscopic look at all the benefits you provide. Do you see any that aren’t being utilized enough to justify the cost of providing them?  A great way to learn which of your benefits your employees are and aren’t using is by sending out an employee benefits survey.  Your company can then invest the money from underused benefits to something that your employees value more.


While it may be tempting to simply reduce your benefits offerings during periods of inflation, it doesn’t have to be that way.   Comprehensive benefits attract better employees and retain them for the long haul—meaning employers benefit from a more productive and satisfied workforce.

Tags: Benefit Content, Blog, Custom Content, Employee Benefits

ER vs. Urgent Care

All too often, illness or injury appears out of the blue: You wake up in the middle of the night with intense abdominal pain. You stumble while carrying groceries up a flight of stairs and can no longer put weight on your swollen ankle. Or your baby spikes a high fever on the weekend.

These situations are stressful and it’s hard to think when you’re under stress. But you need to decide where to go to get medical care for yourself or a loved one. Understanding the levels of acute medical care before you need it can help you focus and get the appropriate help quickly.

Urgent care centers and emergency rooms are both great options for times when you are unable to see your primary care physician (PCP). The reasons for choosing these facilities can be because the injury or sickness has occurred outside normal office hours for your doctor or that you are out of town when an emergency hits. As you know, the first choice for non-life or limb-threatening conditions should be your regular doctor—they will have your medical history on file and your medication list at the ready. When this is not an option, you will need to make the choice on what level of care you need.

Urgent Care Centers

Urgent care centers fill the gap between when you are sick or minorly injured but cannot see your PCP and when you can’t wait for an appointment. Most urgent care locations are staffed by doctors or physician’s assistants. These centers can get you in and out quickly and some even take appointments. Since you will not see your PCP at these clinics, it’s always best to bring a copy of all the medications and dosages of meds you take. If you have a special condition, like epilepsy, make sure you disclose that to the urgent care provider you see. Most have access to x-ray machines and basic diagnostic tests. The typical range of costs for care at these centers is between $150-$200.

Here are some conditions that typically can be seen at urgent care centers:

  • Fevers, flu or cold symptoms
  • Ear infections
  • Bronchitis
  • Smaller cuts that may require stitches
  • Urinary tract infections
  • Vomiting or diarrhea
  • Rashes

Emergency Room Care

Hospital emergency rooms provide care for life and limb-threatening situations ranging from heart attack and stroke to car accident injuries. Staffed by physicians, nurses, and specialists, emergency rooms have access to highly knowledgeable and diverse medical teams.  In emergency rooms, care is given to the most serious injury/illness first—not on a first-come, first-served basis. Because of this, wait times in emergency rooms are widely varied and may be into a several hours-long wait. Again, it is wise to bring a list of any medications, both prescribed and over-the-counter, with you when seeking care since the ER will not have this information from your PCP. The average cost of an emergency room visit costs $2,200 according to UnitedHealthcare.

Symptoms that are best evaluated in an emergency room include:

  • Chest pain or difficulty breathing
  • Weakness/numbness on one side
  • Serious burns
  • Head or eye injury
  • Concussion/confusion
  • Broken bones and dislocated joints
  • Seizures
  • Severe cuts that may require stitches
  • Pregnancy Complications
  • Any condition that you think may need surgery or a stay in the hospital

When faced with the decision to visit an urgent care center or emergency room, you have to first evaluate your symptoms. Once you have done this, ask yourself this question, “Does this condition have the possibility of permanently impairing or endangering your life?” If the answer is “yes,” then you have an emergency and should proceed to the nearest hospital ER. If the answer is “no,” then head over to your local urgent care center. You will save yourself time and money by making a good choice on your care.


Tags: Blog, Custom Content, custom content for benefit agencies, Featured