Navigating Rising Long-Term Care Costs: Essential Insights for Energy Transfer Employees

Healthcare Provider Update: Healthcare Provider for Energy Transfer Energy Transfer employees typically rely on employer-sponsored health insurance plans, which are often managed through major healthcare providers like UnitedHealthcare, BlueCross BlueShield, or Aetna, depending on the specific agreements and market presence in their regions. Potential Healthcare Cost Increases in 2026 Looking ahead to 2026, Energy Transfer employees may face significant healthcare challenges as premium increases for Affordable Care Act (ACA) plans are projected to surge sharply, with some states reporting hikes of over 60%. The anticipated expiration of enhanced federal premium subsidies is expected to exacerbate this situation, pushing average out-of-pocket premiums up by more than 75% for many individuals. As medical costs continue to rise-driven by increased hospital expenses, specialty drugs, and systemic inflation-Energy Transfer employees should prepare for a substantial shift in their healthcare expenses, making it crucial to evaluate options early and strategically plan for the upcoming changes. Click here to learn more

As Energy Transfer employees approach retirement, it's crucial to address the need for long-term care.  Government projections indicate that nearly 70% of older adults will require some form of long-term assistance.   Despite this, a survey from the Kaiser Family Foundation reveals that many have not prepared for this eventuality.

The Cost of Long-Term Care

For employees at Energy Transfer, understanding the financial implications of long-term care is vital.  A Genworth Cost of Care survey  reports that the average annual cost for a private room in a nursing home exceeds $100,000, while home health aides average over $60,000 per year. Since Medicare does not cover these expenses, options such as personal savings, hybrid insurance policies, annuities with long-term care components, traditional insurance, or Medicaid (post asset depletion) become necessary considerations.

Family Impact

The financial and emotional toll of unprepared long-term care can disrupt family stability. This section offers practical tips for Energy Transfer employees on managing these potential costs.

Conventional Insurance for Long-Term Care

For Energy Transfer's workforce, obtaining long-term care insurance requires good health, timely application, and the financial ability to sustain premiums. However, only a small fraction of those eligible opt for this insurance.

The Price of Long-Term Health Insurance

Purchasing long-term care insurance during one's forties or early fifties can result in significantly lower premiums. With age, not only do premiums rise, but the likelihood of being denied coverage increases as well.

Methods for Cutting Costs

Energy Transfer employees might find financial relief in purchasing insurance early, choosing policies with a joint benefit option for couples, or opting for a longer elimination period to reduce premium costs. Annual premium payments also offer cost savings.

Benefits for Energy Transfer Employees

Some employers, may offer long-term care insurance as part of their benefits package, which often remains portable after employment ends.

Hybrid Insurance Policies

The market has seen a shift towards hybrid policies that combine life insurance with long-term care benefits. These are accessible but typically more expensive than standalone policies.

Long-Term Care Rider Annuities

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Annuities with a long-term care rider provide a hybrid solution that may suit some retirees better, offering payments irrespective of long-term care needs and usually featuring more lenient health requirements.

Independent Insurance

Affluent retirees might consider self-insuring, requiring substantial liquid assets to cover potential long-term care costs. It's important for Energy Transfer employees to plan for the tax implications of using retirement savings for these costs.

Health Savings Accounts (HSAs)

HSAs offer a tax-advantaged way to save for long-term care expenses, suitable for Energy Transfer employees with high-deductible health plans. These accounts allow for tax-free growth and withdrawals when used for qualified medical expenses.

Family Guidance

Many retirees will rely on family for care, as shown by the case of Nancy Yung, whose family's efforts epitomize the crucial role relatives play in long-term care.

In Summary

Planning for long-term care is akin to preparing a safety net for retirement, essential for mitigating the impact of rising housing and food costs. Energy Transfer employees should consult with financial advisors to explore all available options to secure their future financially. This planning is not just about risk management—it's about assisting in a stable and shielded path into retirement.