Consumer-Driven Health Plans (CDHP)

Consumer-driven health plans (CDHPs) are a type of health insurance that places more financial responsibility on the individual. These plans generally have lower monthly premiums than traditional health insurance plans, but require individuals to pay higher out-of-pocket costs when receiving medical care.

Here are some key features of consumer-driven health plans:

  • Health savings account (HSA): CDHPs typically include an HSA, which is a tax-advantaged account that allows individuals to save money for medical expenses.

  • High deductible health plan (HDHP): CDHPs typically have a high deductible health plan, which is a plan with a higher out-of-pocket cost before insurance coverage kicks in.

  • Preventative care: CDHPs typically cover preventative care, such as routine physical exams and screenings, at no cost to the individual.

  • Flexibility: CDHPs may allow individuals to choose the medical services they receive, as well as the providers they see.

  • Cost-sharing: CDHPs require individuals to pay a larger share of the cost of medical care, which can encourage them to be more mindful of the cost of medical services.

Example:

An example of a consumer-driven health plan is a plan that has a high deductible, but a lower monthly premium. The plan includes an HSA, which the individual can use to save money for medical expenses. The plan covers preventative care, such as routine physical exams and screenings, at no cost to the individual. The individual is responsible for paying the full cost of medical services until they reach their deductible, at which point the plan begins to cover a portion of the cost. The individual can choose the medical services they receive and the providers they see. The plan also requires cost-sharing, which can encourage the individual to be more mindful of the cost of medical services. Consumer-driven health plans are often offered by employers as part of a benefits package or can be purchased directly by individuals.

Next Up

The Employee Retirement Income Security Act of 1974, known as ERISA, was enacted to protect employees from the mismanagement of benefits promised to them. It does that by imposing fiduciary duties on anyone who exercises discretionary authority over a benefit plan or its assets, from benefits committee members and HR leaders to the brokers and consultants who advise them.
The Supreme Court closed its October 2025 Term on June 30, 2026, and for once the biggest story for employee benefits is what the justices didn’t take up.
July brings one of our most substantial releases yet, with major updates across Insights+, Catalyst, and Vista. Insights+ is now faster and more efficient, with reports generated automatically the moment a request is submitted, along with real-time edits. Catalyst also gets significantly more powerful, with new AI-powered exports tailored to each employer, deeper visibility into commercial lines, and expanded AI assistant coverage into retirement and peer benchmarking. Vista makes report generation simpler and more flexible, building a broker-branded financial report from whatever benefits and carrier documents you have. Read on for the full details.