Many employers are aware that hospital imaging can cost 3–5x more than independent imaging centers. But the conversation about steering employees to those lower-cost options often never happens.
It is understandable why.
Why This Conversation Is Often Avoided
Directing employees toward certain imaging facilities can feel restrictive. Employers naturally want to preserve choice and avoid appearing overly controlling.
So in many plans, nothing changes.
Employees follow the referral they receive and usually end up at hospital imaging centers. The result is higher out-of-pocket costs for them and higher overall plan spending.
Over time, that spending shows up in renewals.
A Different Approach: Align the Incentives
One manufacturing company with 150 employees was spending about $180,000 per year on imaging. Employees were often paying $800–$1,200 out of pocket for an MRI.
Instead of limiting options, the employer adjusted the plan design.
Independent imaging centers became zero deductible and zero copay, while hospital imaging remained at the standard cost-sharing level.
What Happened
Employees saved an average of $950 per scan.
The health plan saved $65,000 in the first year.
Access actually improved due to faster scheduling and more convenient hours.
Interestingly, the feedback from employees was not about restricted choice. It was that they had not realized a lower-cost option was available.
When Plan Design Supports Better Choices
When done thoughtfully, imaging strategies can create alignment:
- Employees pay $0 at preferred imaging centers
- Appointments are often available faster and with more flexible hours
- Plans can reduce imaging spend by 60–75%
It is not about limiting options. It is about making the most efficient option easier to choose.
Why This Does Not Always Come Up
Implementing this type of strategy requires coordination. It involves reviewing claims data, identifying quality imaging providers, adjusting plan design, and clearly communicating the change to employees.
Because of that, it sometimes gets overlooked during the typical renewal cycle.
A Question Worth Asking
If imaging has never come up in your plan strategy conversations, it may be worth exploring. The cost differences can be significant, and in many cases employees could be paying far less out of pocket.
If you are curious what imaging spend looks like inside your plan, I am happy to take a look.
Send me a message and I can walk you through what we typically analyze.