From the abstract:
This annual survey of employers provides a detailed look at trends in employer-sponsored health coverage, including premiums, employee contributions, cost-sharing provisions, and employer opinions. The 2014 survey included almost three thousand interviews with non-federal public and private firms.
Annual premiums for employer-sponsored family health coverage reached $16,834 this year, up 3 percent from last year, with workers on average paying $4,823 towards the cost of their coverage, according to the Kaiser Family Foundation/Health Research & Educational Trust (HRET) 2014 Employer Health Benefits Survey. Survey results are released here in a variety of ways, including a full report with downloadable tables, summary of findings, and an article published in the journal Health Affairs.
∙ Press Release
∙ Summary of Findings
∙ Technical Supplement
∙ Premiums and Worker Contributions Among Workers Covered by Employer-Sponsored Coverage, 1999-2014
Health Benefits In 2014: Stability In Premiums And Coverage For Employer-Sponsored Plans
Source: Gary Claxton, Matthew Rae, Nirmita Panchal, Heidi Whitmore, Anthony Damico and Kevin Kenward, Health Affairs, Web First, September 10, 2014
From the abstract:
The annual Kaiser Family Foundation/Health Research and Educational Trust Employer Health Benefits Survey found that in 2014 the average annual premium (employer and worker contributions combined) for single coverage was $6,025, similar to 2013. The premium for family coverage was $16,834—3 percent higher than a year ago. Average deductibles and most other cost-sharing amounts were similar to those in 2013. On average, in 2014 covered workers paid nearly $5,000 per year for family health insurance premiums, and 18 percent of covered workers were in a plan with an annual single coverage deductible of $2,000 or more. Fifty-five percent of employers offered health benefits in 2014, similar to 2013. The Affordable Care Act has not yet led to substantial changes in the employer-based market. However, the next few years could present a different picture as delayed provisions and other changes take effect. This year’s survey included new questions on firms’ policies related to enrolling spouses and dependents, enrollment in private exchanges, and the use of narrow networks and financial incentives for wellness programs.