FROM A DEFINED BENEFIT TO A A DEFINED CONTRIBUTION WORLD:

One of the more popular ideas being discussed is to give workers a lump sum, or defined contribution, and then let them use that money to buy their own individual health plan.

The approach resembles existing 401(k) retirement plans in which employers put a fixed amount of tax-deferred dollars into employees' retirement accounts and leave it to the workers to manage the money. In the case of health benefits, employers gain more control over their spending and avoid the hassle of picking plans for their workforce.

The idea comes at a time when employers are eager for new options as medical costs and insurance premiums keep climbing. The average family premium for employer coverage in the U.S. has increased 113% in the last decade, according to the Kaiser Family Foundation.

Big companies are unlikely to give up their conventional healthcare role in the near term. And even smaller firms, especially in technology, may want to keep benefits in-house to compete for the best talent. But experts say companies in retail, hospitality and other service sectors with lots of lower-wage workers may find this alternative appealing.

"Some companies will look for new approaches like defined contributions, vouchers and exchanges," said David Lansky, chief executive of the Pacific Business Group on Health. "Maybe that all gets a boost now."

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