Mid-life medical: increase health and decrease overhead: the middle-aged have unique health care needs and employers can provide programs and health care plans that benefit all.

• Author: Myers, Deborah J.

Your body isn't the same as it was 10 years ago. For many people, a quick look in the mirror tells all. A few extra pounds at the beltline or lines around the eyes are changes most people expect and accept with growing older.

As we age, our bodies' medical needs also change. In "Healthy, United States, 2004," the U.S. Department of Health and Human Services Centers for Disease Control and Prevention reports that the mean annual health care expense per person rises from $1,117 for 6-17 year-olds to $1,905 for 18-44 year-olds to $3,562 for 45-64 year-olds. Aging, along with cumulative effects of lifestyle, cost money.

Keeping your middle-aged employees in good health is good for business. It reduces health insurance premiums (depending upon your coverage), increases productivity and morale, and provides incentives for employment longevity.

LONGER LIFE, HEALTH RISKS

The mid-life group's biggest issues are "stress, depression, being overweight and heart problems," said Ron McCurry, owner and broker at Alaska Employee Benefit Specialists.

And the mid-life demographic has been growing. Spencer Biegel, owner of Alaskan Benefit Insurance Consultants in Anchorage, pointed out that in the '80s, the average employee was age 28.

"Now it's closer to 35," he said. "People are living longer; folks are taking better care of themselves."

The number of people putting off retirement also lends toward an older work force. Considering the number of mid-life employees, why not pursue some of the ways you can keep your mid-life population in good health?

Preventative care is increasing in popularity among larger employers. Although still viewed as a fringe benefit only offered by large companies, preventative care is becoming more common with mid-sized and smaller employers.

Preventative care can include wellness programs, health fairs, diagnostic screenings, reimbursement for fitness expenses, or any other program that promotes good health habits and disease prevention.

"Most carriers are rolling these plans out with the larger employers in mind," said Jennifer Bundy-Cobb, practice leader of group benefits with the Wilson Agency LLC in Anchorage. "It's also a matter of resources on the employer's end."

Of course, saving money is the long-term goal of a preventative-care program to the employer; however, tying up funds for an extended period of time is difficult for a small company.

Short-term, low-commitment measures can provide long-term benefits at low cost...