Eligibility and Rate Factors

Eligibility and rate factors refer to the criteria used by insurance companies to determine whether an individual or group is eligible for coverage and the premiums that they will be charged. These factors can include a variety of personal and health-related characteristics that may impact the likelihood of a claim being filed. Some common eligibility and rate factors used in insurance include:

• Age: Insurance companies may charge higher premiums for older individuals, as they are more likely to require medical treatment.

• Health status: Insurance companies may require individuals to undergo medical exams or answer health-related questions to determine their risk of filing a claim.

• Occupation: Certain professions may be considered more high-risk, resulting in higher premiums.

• Location: Insurance companies may charge different premiums based on the location of the individual or group, as certain areas may be more prone to specific health conditions or risks.

• Lifestyle factors: Insurance companies may take into account factors such as tobacco use, alcohol consumption, and exercise habits when determining premiums.

• Pre-existing conditions: Insurance companies may exclude coverage for certain pre-existing conditions, or charge higher premiums to cover them.

For example, an insurance company offering health insurance to a group of employees may use eligibility and rate factors such as age, health status, and occupation to determine the premiums that each individual will be charged. They may also exclude coverage for certain pre-existing conditions or require individuals to undergo medical exams to assess their risk.

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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.
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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.