How Medical Weed Coverage Helps You Buy Weed Without the Hassle
Dec
In 2022, 4.3% of U.S. workers buy weed for personal use, the highest rate in 34 years. As more states (39) allow therapeutic use, more workplaces recognize its benefits and align with employees’ wellness needs. This shift reflects broader support for holistic employee health.
Contents
- Key Takeaways:
- Employee Can Use Cannabis Products in States With Medical Weed Coverage
- From Home Remedies to Workplace Health Benefits
- How Employers Are Incorporating Medical Weed Coverage
- How to Obtain Medical Marijuana Through Employment
- How to Advocate for Medical Weed Coverage at Work
- Make Weed A Part of Your Healthcare Plan
- Frequently Asked Questions
Key Takeaways:
- Employers increasingly include medical weed coverage for wellness benefits that align with holistic employee health needs.
- Companies partner with dispensaries or offer spending accounts to make purchases more accessible.<
- Wellness-focused perks appeal to younger employees and help companies attract and retain talent.
Employee Can Use Cannabis Products in States With Medical Weed Coverage
Bennabis Health, which supports medical cannabis patients, has partnered with New Jersey’s CannaCoverage. They aim to help businesses include medicinal marijuana in employee benefits.
How does this program work?
- Unlike traditional insurance, Bennabis Health offers discounts on medicinal marijuana products integrated into existing plans through CannaCoverage.
- For those without employer privileges, Bennabis offers individual memberships for patients to get a 15% discount at dispensaries that sell cannabis.
This shift marks a growing trend of integrating smoking cannabis flower benefits at work. Bennabis and CannaCoverage expect therapeutic marijuana to be a standard treatment option soon. Bennabis, currently in New Jersey, Washington, D.C., and New Mexico, plans to expand to all states.
CannaCoverage COO Jeff Booker noted that this initiative supports employees and cuts healthcare costs for employers. Companies like Enthea are adding therapies like ketamine, with plans to cover MDMA and psilocybin as they receive FDA approval.
From Home Remedies to Workplace Health Benefits
The cannabis industry has a long history that spans multiple cultures and eras. Ancient civilizations valued marijuana for its therapeutic properties.
| Ancient Origins | Civilizations in China, India, and Egypt recognized marijuana for its healing potential thousands of years ago. |
| 19th Century Western Medicine | Transport cannabis into Western medicine, which people use to treat pain, digestive issues, and insomnia. |
| Prohibition and Rediscovery | Although this substance faced restrictions during the 20th century, scientific breakthroughs in the 1960s and 1990s, such as the discovery of the endocannabinoid system, renewed interest in its therapeutic applications. |
| Modern Times | Legalization efforts in the U.S. and worldwide have paved the way for its medicinal purposes, helping manage conditions like chronic pain and epilepsy. |
Building on this historical acceptance, some employers now include this plant in their plans. Companies are recognizing medicinal marijuana as a valuable wellness benefit, which aligns with employee desires for comprehensive options.
Key Factors Driving the Shift
- Employee Health and Satisfaction: Alternative treatments promote overall wellness. Appeals to employees seeking relief from chronic pain, anxiety, and insomnia. These options boost morale and foster a positive workplace culture by addressing individual needs.
- Cost Savings:Reduce reliance on expensive pharmaceuticals, thus lowering healthcare costs. Alternative therapies are more affordable and have fewer side effects. It cuts down on additional expenses. Administrative costs for prescriptions and insurance also decrease.
- Improved Retention and Recruitment: Providing many incentives attracts and retains top talent, especially in competitive job markets. Employees value comprehensive options, which can enhance retention and reduce turnover costs.
- Changing Workforce Demographics: Younger workers, more open to alternative therapies, are becoming a larger part of the workforce. Companies adapting to these trends see better engagement and productivity.
- Regulatory Support: Evolving laws make it easier for companies to offer these treatments and reduce stigma. As research confirms their safety and efficacy, employers become more willing to include them in the plans.
How Employers Are Incorporating Medical Weed Coverage
Healthcare coverage is costly for both employers and employees, so companies explore alternative medicine as an adjunct or preventive measure. They incorporate flexible plans that cater to the specific needs of their employees.
Health Spending Accounts (HSAs)
Many employers let their workers purchase cannabis and get reimbursed through HSAs or wellness accounts. These accounts cover various expenses, and employees can use them to buy cannabis for medicinal purposes.
Direct Partnerships with Dispensaries
Some employers collaborate with licensed dispensaries that offer employees discounts to buy the cannabis plant. These partnerships streamline the purchase process, so employees can buy products at cannabis dispensaries at a lower cost.
Flexible Health Insurance Plans
Certain plans now include partial reimbursements for too much cannabis use. This model is especially common in regions with more progressive federal government regulations.
How to Obtain Medical Marijuana Through Employment
- Check eligibility requirements. Confirm if your employer’s plan includes the support. Review any specific eligibility criteria, such as needing a prescription for medicinal weed. Determine if your condition (e.g., chronic pain, anxiety, or other qualifying conditions) meets the plan’s requirements.
- Get a prescription. Schedule a dedicated consultation with a qualified healthcare provider to assess if marijuana is suitable for your condition.
- Apply for assistance or reimbursement. Submit any necessary forms to your employer’s medicinal support provider for application. Include the prescription and any additional documentation the plan may require.
- File claims for expenses. After purchasing, keep all receipts and any required documentation. Submit this claim to the provider for reimbursement.
- Follow up on claim status. Monitor your claim’s status through the provider’s portal or customer service. Respond to any additional information requests promptly to ensure timely reimbursement.
How to Advocate for Medical Weed Coverage at Work
If your employer does not yet offer this, here are steps you can take to advocate for it:
Research and Present Facts
Collect information on how alternative treatments can improve specific conditions, increase productivity, and reduce sick days. Highlight studies showing reduced reliance on traditional pain medications.
Engage HR
Approach HR with a proposal, respectfully explaining how this assistance could support workplace wellness and benefit those seeking alternative treatments.
Suggest a Pilot Program
If full support isn’t feasible, propose a pilot program allowing a limited number of workers to use wellness accounts for partial expense cover.
Highlight Cost-Savings Potential
Emphasize that alternative treatments can be more affordable than some prescription drugs, possibly lowering overall healthcare expenses by reducing reliance on costly medications.
Build a Supportive Network
Connect with coworkers who share similar needs. A collective request is more likely to gain attention and encourage HR to consider the benefits of offering this option.
Make Weed A Part of Your Healthcare Plan
As more states approve alternative therapies, employers are increasingly adding these options to their benefits. Flexible plans, dispensary partnerships, and spending accounts make access easier to support the workers’ wellness needs. This approach helps companies attract talent, cut healthcare costs, and stay aligned with modern wellness trends. As acceptance grows, these treatments may soon become standard workplace benefits.
Frequently Asked Questions
What types of medical conditions are covered by employer-provided marijuana benefits?
It includes chronic conditions like pain management, anxiety, PTSD, and certain neurological disorders. The specifics depend on the provider’s criteria and local regulations.
How does medical weed coverage work with traditional insurance?
In most cases, this is supplemental. It may be included as an add-on or covered under a Health Spending Account (HSA) or Flexible Spending Account (FSA), depending on the employer’s plan.
Can I purchase any marijuana products, or are there limitations?
No. This only applies to medicinal-grade products, such as specific strains or formulations recommended by a physician. Recreational products are generally not eligible for reimbursement.