Adverse Selection

Adverse selection is a phenomenon in the insurance industry that occurs when policyholders who are at a higher risk of making a claim are more likely to purchase insurance than those who are at a lower risk. This can result in insurers facing a disproportionate number of high-risk policyholders, which can lead to higher claim payouts and increased costs for the insurer.

Some key features of adverse selection in the insurance industry include:

  • Higher risk policyholders: Adverse selection occurs when policyholders who are at a higher risk of making a claim are more likely to purchase insurance. For example, people with a history of health problems are more likely to purchase health insurance than those who are healthy.

  • Unbalanced risk pool: When a disproportionate number of high-risk policyholders purchase insurance, it can result in an unbalanced risk pool. This means that the insurer may be paying out more in claims than it is receiving in premiums.

  • Premium increases: To offset the higher costs associated with an unbalanced risk pool, insurers may need to increase premiums for all policyholders. This can lead to a situation where even low-risk policyholders are paying higher premiums than they would otherwise.

  • Limited coverage: To manage their risk exposure, insurers may limit coverage for certain high-risk groups. For example, an insurer may exclude coverage for pre-existing medical conditions in a health insurance policy.

For example, imagine an auto insurance company offers a standard policy with a $1,000 premium. The policy covers both high-risk and low-risk drivers. However, high-risk drivers are more likely to purchase the policy than low-risk drivers because they anticipate higher expenses in case of an accident. Over time, the insurance company's pool of policyholders becomes increasingly high-risk. To offset this, the insurance company may need to raise premiums to cover the higher expected costs, which could further drive away low-risk drivers and perpetuate the adverse selection cycle.

Next Up

According to Mployer Insights’ 2026 analysis of 76,000+ employer benefit plans, disability insurance remains a major market differentiator, with only 41% of U.S. employers offering short-term disability (STD) and 38% offering long-term disability (LTD). While 60% salary replacement serves as the national standard across both benefit types, standard plan designs disproportionately expose higher earners due to median benefit caps of $1,602/week for STD and $8,273/month for LTD. Furthermore, alignment between STD benefit durations (median 26 weeks) and LTD elimination periods (68% at 90 days) remains a critical area for plan structure optimization.
Welcome to our latest release. We are excited for you to try the new features.
According to Mployer Insights’ 2026 analysis of 50,000+ employer health plans, prescription drugs account for over 25% of total benefit expenses, with Tier 4 specialty drugs driving the majority of high-cost claims. While Tier 4 copays average $123 with coinsurance requirements in 31% of plans, individual oncology therapies like Darzalex Faspro ($170,800/yr) and Keytruda ($158,200/yr) frequently exceed average individual stop-loss deductibles ($141,938). To mitigate exposure, self-funded employers are increasingly turning to independent, transparent PBM models and biosimilar substitution—which yields up to a 73% net cost reduction per patient.