Healthcare access has become a major priority for employers—and employees—over the past few years. More than ever, HR leaders at small and midsize businesses are turning to telemedicine to offer a cost-effective, flexible healthcare benefit that meets the needs of a modern workforce.
But how does telemedicine work, and what should HR teams know when evaluating providers or promoting this benefit to employees? Here’s your 2025 guide to understanding the ins and outs of telemedicine, along with its biggest benefits—and what’s new in terms of legislation and compliance.
Telemedicine refers to the remote delivery of healthcare services using digital tools—most commonly via phone, video, or secure messaging platforms. It allows patients to consult with licensed medical professionals from virtually anywhere, without having to visit a physical office.
While “telemedicine” is often used interchangeably with tele-health, the two are slightly different:
In a typical telemedicine visit, an employee logs into a secure portal or app provided by a telemedicine provider. They can then:
Appointments are commonly available 24/7, making telemedicine an excellent resource for non-emergency care outside of traditional business hours.
Telemedicine offers a wide range of advantages for both employees and HR teams. As of 2025, these are some of the most significant benefits:
Employees can access care from the comfort of their homes, which is especially helpful for:
From an HR perspective, telemedicine helps support work-life balance and reduces the number of work hours lost to in-person doctor visits.
Telemedicine helps reduce:
For employers, offering telemedicine can lower overall claim costs and contribute to better healthcare ROI within group plans.
Traditional in-person appointments can take days—or even weeks—to schedule. In contrast, telemedicine platforms often provide same-day care, improving outcomes for minor but time-sensitive conditions like:
Employees are more likely to seek care when it’s easy to access and low-cost. This can lead to:
For HR professionals, it's one more way to support a culture of well-being in the workplace.
To make the most informed decisions, HR professionals and employees should also be aware of the negative impacts of telemedicine such as limited physical examinations, potential misdiagnoses, technology access issues, reduced provider-patient rapport, and privacy concerns related to digital communication. While telemedicine offers convenience and broader access, it's important to weigh these drawbacks when designing or selecting healthcare plans.
As telemedicine becomes a staple in employer-sponsored healthcare, legal frameworks are evolving to support its growth. HR professionals should be aware of several important updates:
The American Relief Act passed at the end of 2024 extended several tele-health waivers through March 31, 2025, including:
Other regulatory tele-health waivers will expire on Dec. 31, 2025. For more information on these extensions, check out the American Health Association’s Fact Sheet, released this February.
In January 2025, the Drug Enforcement Administration (DEA) proposed three new rules that would expand telemedicine prescribing options. If adopted, the rules would:
These rules are open for public comment and may be finalized later this year. Check out the DEA’s January Press Release for more information.
While federal rules are expanding, tele-health laws still differ from state to state, particularly when it comes to prescribing, cross-state licensure, and reproductive health services. Employers offering multi-state benefits should confirm that their telemedicine vendor stays compliant with the most current state regulations.
You can stay informed, educated, and up to date with important HR topics using BerniePortal’s comprehensive resources: