As an employer, deciding on a health care plan can be a tough decision. Still, to stay competitive in this market, employers must look at offering benefits packages to attract and retain employees. Each year it gets more expensive for employers. For many families, paying health care insurance premiums is unaffordable, let alone paying for actual health care services.

Average annual premiums have now exceeded $20,000 for a family of four, and deductibles can reach more than $15,000. For small- to mid-sized employers, it's no longer possible to even pretend the math can work, but there are options. To stay competitive, and attract and retain great employees, employers must find new and innovative ways of accessing affordable health care. They do exist, and they do work.

It's no secret that the construction industry continues to struggle with attracting and retaining top talent, as well as delivering affordable health care. It also has unique exposure to work-related injuries that drives up cost and increases the eMod scores that dictate workers' compensation premiums. In the absence of an affordable healthcare plan offered to employees, the following situation plays out too often:

While cleaning out the attic at home, an employee hurts their back but doesn’t seek treatment as they don’t have affordable access to care. Then, when at work, the employee hurts their back again on the jobsite. Situations such as this can be easily avoided by providing affordable access to health care to treat injuries right when they occur. This not only benefits the employee, but it also helps leaders save on workers’ comp.

Here's how construction firms can balance the increasing cost of employee health care while maintaining control and even lowering workers' compensation premiums.

What is your budget and forecasted ROI?

Most industry experts agree that the cost of turnover for a $10 to $12 hourly employee is between $3,000 and $4,000. On top of that, many positions that require specialized training can bring that cost up even higher. Offering meaningful access to health care benefits means attracting and retaining the best employees at every level.

Search for a plan that takes care of the majority of primary health care needs while bringing meaningful access to health care.

Look for plans that are specifically for low-wage earners. This will remove the most significant barriers to accessing health care. On top of this, seek out a plan that allows virtual primary care access to reach health care providers, 24/7/365, in English and Spanish.

Costs can often become a challenge when employees need in-office care, especially with the added obstacle of a copay or deductible to meet before the insurance company pays out. In a national survey, 40% of Americans say they didn't go to a doctor in the last 12 months due to costs. Another 32% said they didn't fill a needed prescription due to costs. Make sure your foundational health care plan delivers primary care office visits with no additional out of pocket and routine labs are covered.

Why offering additional insurance options for catastrophic or high-dollar treatment needs is crucial.

Of course, everyone has a different definition of catastrophic. For a $10 to $12 hourly employee, that might be $200, but to a manager or supervisor, that number might be higher. It’s crucial to identify this as each will likely have different financial protection requirements.

The bottom line is that business leaders need to act now. Spend health care benefits dollars wisely, and employees stay healthier and happier in their jobs—and companies will reap the rewards for years to come.