It’s important to consider the benefits and costs of RPM, how to manage it for employees who need RPM the most, and create cost-effective ways to offer RPM coverage to your employees.

Remote patient monitoring benefits for your employees

• RPM can be particularly beneficial for employees with chronic conditions as they can manage health concerns during work hours. By monitoring vital signs remotely, employees can make the necessary adjustments to treatment plans under a provider’s direction.
• Actively managing RPM extends the chance for employees to experience improved energy levels and reduced absenteeism due to illness and higher workplace productivity. 
• Early intervention and proactive management of chronic conditions through RPM can lead to fewer emergency department visits and hospital admissions. Thus, RPM can lower health care costs. 

Beneficial, but what about the costs?

There is no doubt that RPM is beneficial for patients.

Yet, without effective management, RPM may increase health care costs. For instance, not all RPM services exhibit meaningful health benefits or cost savings. In 2024, the RPM technology market in the United States reached almost $6 billion. According to recent data, the annual spending on RPM is projected to reach approximately $25.3 billion by 2028. The average cost per patient is around $100-$500 per month depending on the program’s complexity. 

Key factors affecting RPM cost include:

• Hardware cost: Devices like blood pressure cuffs, glucose meters, or wearable trackers can range from $200 to $5,000 per unit depending on features and quality. 
• Software platform: The software platform for data collection, analysis, and patient communication can vary based on features and scalability. 
• Data connectivity: Costs associated with cellular data plans for transmitting patient data. 
• Staff training: Training professionals to use the RPM system. 
• System integration: Potential additional costs to integrate the RPM platform with an employer's existing electronic health records (EHR). 

RPM can transform patient care, but its effectiveness relies on a patient’s ability to access and use the technology. Studies have shown that racial, ethnic, and socioeconomic disparities prohibit the distribution of equitable utilization of these technologies. Barriers include limited internet access, low digital literacy and cultural mismatches in technology design.

Related: Will your employees' doctors really take medical cards?

Solution: An employee-tailored approach

For employees with specific chronic conditions, employers can offer a tailored approach.

• Focus on patients with the greatest need and most to gain. While RPM is beneficial, broad distribution might not be so. For example, several trials found no clinical benefit for heart failure patients who use RPM compared to standard care. Furthermore, a follow-up study showed that specific subgroups—those with prior heart failure or an implanted defibrillator—did see benefits from RPM.
• Ensure effective integration of an RPM program into your organization’s wellness initiatives to provide support for employees. Individual assistance to help patients understand and effectively use RPM tools and technology support.
• Provide comprehensive education about using health devices, empowering patients with knowledge to manage their health with confidence.
• Integrate RPM data into your company’s personalized medication management and tailor treatments to each patient’s unique needs, further enhancing outcomes and fostering trust.

As more institutions adopt this effective patient management strategy, they must find a tool that fits with their individual system and needs.

Unlocking the full potential of RPM

RPM has the potential to improve health outcomes and reduce costs, but thoughtful policy is essential to unlock its full value.

A well-designed RPM program can improve patient engagement and adherence to treatment plans, leading to better health outcomes. By targeting high-need patients, supporting effective implementation, reducing provider barriers, and improving oversight, employers can help ensure these tools deliver meaningful benefits to employees.

As a result, a personalized health care approach can lead to incredible results, including optimal health outcomes and cost savings per engaged member per year.

Dr. Jessica Lea, PharmD is founder and CEO of Tria Health, a comprehensive health benefit offered through self-insured employers for individuals with chronic conditions. Dr. Lea has a background in mental health. She also is passionate about pharmacists providing patient-centered care to improve the health outcomes of patients. This was her catalyst for starting Tria Health.