Susan M. Nash

Partner

Winston & Strawn LLP

Susan Nash is a partner in the Chicago office of Winston & Strawn, LLP specializing in the area of health care reform and health and welfare benefits. She assists employers and health plans with their health care reform strategy and compliance with laws affecting group health plans, such as the Affordable Care Act (ACA), Health Insurance Portability and Accountability Act (HIPAA), Employee Retirement Income Security Act, the CARES Act, the Mental Health Parity and Addiction Equity Act, and the Internal Revenue Code.  

Susan has extensive experience advising clients on innovative employee health benefit strategies and funding, including employer direct contracting with providers, population health management, value-based design care, health care transparency, on-site clinics, direct primary care, telehealth, private health care exchanges, VEBAs, and association health plans. She has counseled a wide variety of employers and health plans on HIPAA’s privacy, security, and nondiscrimination requirements. Susan has also represented clients in negotiations and audits with the Internal Revenue Service, the Department of Labor and the Department of Health and Human Services. She regularly negotiates administrative services agreements, pharmacy benefit management agreements and agreements with point solution vendors for health and welfare plans.  

Susan is recognized by Chambers USA, Best Lawyers in America, Employee Benefits and the Legal 500 U.S. as a leading employee benefits attorney. She is also a Fellow of the American College of Employee Benefits Counsel. She is a frequent speaker on employee health benefit issues and has written extensively on these topics as well. Susan graduated from Northwestern Pritzker School of Law in 1991 and received her undergraduate degree from Georgetown University.

Speaker Questionnaire
What is the biggest thing you learned in 2020?

Resilience and creative thinking.

What do you feel are the two most important benefits or areas that need to be a top priority in 2021?

Healthcare and employee work/life support.

Can you share a story on an area of your healthcare program or employee benefits where you were able to create significant savings or stop costs from rising?

I have worked on several value-based design contracts this year for clients where we were able to negotiate directly with providers for bundled care/points solutions.

If you could automatically receive a 10-20% reduction in costs in three areas/programs, what would your dream list be?

My clients are looking for more value in healthcare costs and more transparency in pricing, fees, and commissions.

What is the most innovative program you will focus on in 2021 and/or 2022?

We are seeing a redesign of perks/ancillary benefits away from office-based perks to programs that support employees holistically both in and out of the workplace. Such perks are student loan relief, backup daycare, and enhanced EAP/telemedicine.

How are you re-imagining corporate culture & well-being?

What virtual care solutions did you roll out during the pandemic? How valuable were they and why?

If you look at our 3 Moonshots - Costs, Culture, and Care; In one sentence, tell us what would be something positive for us to take from 2020 and bring into this new year?

1 Conference. 3 Moonshots.

Costs

Moonshot #1​

Reduce employer healthcare and benefits costs by 25% by 2025.​

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Culture

Moonshot #2​

Reimagine engagement and well-being.

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Care

Moonshot #3

Provide 40% of healthcare services virtually and through technology by 2025.​

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