First-Dollar coverage

First-dollar coverage in insurance refers to a type of insurance policy where the insurer agrees to cover the entire cost of the claim without requiring the policyholder to pay any deductible or coinsurance amount. In other words, the policyholder is not responsible for any out-of-pocket expenses before the insurer starts paying.

An example of first-dollar coverage is a health insurance policy that covers routine medical check-ups and preventive services such as vaccinations, without requiring the policyholder to pay any deductible or coinsurance amount. The insurer covers the full cost of the service, and the policyholder does not have to pay anything out-of-pocket.

Key features of first-dollar coverage include:

• No deductible: The policyholder is not required to pay any deductible amount before the insurer starts paying for covered claims.

• No coinsurance: The insurer covers the entire cost of the claim, without requiring the policyholder to pay any coinsurance amount.

• Higher premiums: First-dollar coverage policies typically have higher premiums compared to policies that require the policyholder to pay a deductible or coinsurance amount.

• Limited coverage: First-dollar coverage policies may have limitations on the types of services or claims that are covered without a deductible or coinsurance amount.

Next Up

Each month, Mployer collects and presents some of the most relevant and most pressing recent changes in law, compliance, and policy in areas related to employee benefits, health care, and human resources.
Union membership in the U.S. has declined from 20% to 10% of the workforce over the past 40 years, yet total union workers have only fallen by 15%. Public sector employees remain five times more likely to be unionized than private sector workers, and union strength varies significantly by industry and region.
Rising demand for GLP-1 weight-loss drugs like Ozempic is forcing employers to rethink coverage. While some see potential long-term healthcare savings, others are restricting access due to soaring costs. With nearly half of employers reporting GLP-1 claims making up 10%+ of healthcare expenses, balancing affordability with employee wellness remains a key challenge.