Some of the benefits that many have yet to discuss or realize are the health and wellness benefits of these plans and HSAs. This is a missed opportunity as HSAs and wellness programs naturally pair well. Both charge employees with engaging in their own healthy and being proactive in making educated health and wellness decisions that help improve health outcomes and ultimately the financial bottom-line.

Read: Advising employers on HSAs

For many employers, promoting change in employee health behaviors and outcomes is new and difficult to implement. We believe that an HDHP partnered with an HSA is a clear way to engage employees and motivate positive behavioral change. Employees having to think about their own finances as related to their health can be a strong motivator for change.

There are several straightforward steps employees can take to positively impact their overall health and better manage health care costs, including:

• Checking to see if a generic formulary is available for a prescription
• Not using the emergency room as a primary care provider
• Better managing dietary decisions to prevent or better control chronic disease
• Getting an annual physical rather than waiting till there is a health issue

Year-round benefits communication is also critical to the success of any wellness initiative. Open enrollment shouldn't be the only time employers communicate on these topics. Plan to discuss these topics throughout the year to keep employees interested and mindful. A few wellness communication tips, include:

• Remind employees that his or her family are the key decision-makers for a healthier life.
• Define healthy behaviors and offer incentives that highlight the benefits available to employees such as preventive health screenings, physical exams and immunizations.
• Develop a year-round content schedule, including seasonal health issues like ways to stay in shape in the winter, safety for outdoor summer activities and protecting oneself during cold and flu season.
• Use a variety of channels to communicate as each employee has personal preferences about how to receive information whether that be printed materials, intranet feature stories, emails, social media content, etc.
• Integrate communication efforts with human resource activities, including training, internal communication and mailings from insurance providers.

Finally, employers should price their HDHP competitively and consider contributing to employees' HSAs to help overcome initial financial concerns. The first months in these plans can be concerning for employees and this contribution can be an incentive to move to an HDHP and feel more confident in that choice.

HSAs and wellness do work together. By committing to year-round communication plan and providing employees the tools they need to succeed, the financial and health benefits for both can be very rewarding.