That's the good news. The not-so-good news is that you are more likely now than you would have been a decade ago to have a hefty deductible and co-pays. Here's how to maximize the benefits you still have:

Know your health coverage inside and out

That way, you don't have to guess whether a service is covered or not, or whether there's an extra deductible for, say, a visit to the emergency room that doesn't result in a hospital admission. Ask your employee benefits office for a Summary Plan Description, which is what it sounds like—a summary of the provisions in your plan—and read it. It's a good idea to ask for a new copy every year so you know about any changes in your plan. If your company has an intranet, you might also be able to find it on there.

To be really conscientious, ask for a complete copy of the plan as well. Warning: It's often in small print and might run up to 100 pages. But if you ever get into a dispute over health coverage, you'll want to have a copy. You are entitled by law to both of those documents.

Follow the rules

Now that you have studied your policy, you know the rules. Follow them. If you don't, your care won't be covered. If, for instance, you have to designate a primary-care physician, do it. Or if you need pre-authorization to see a specialist or have outpatient surgery, get it.

Above all, do what you can to obtain all of your treatment within the plan's network. That can be difficult; sometimes a hospital is in the network but individual doctors aren't. If you are in doubt about whether your plan covers a particular doctor or facility, don't rely on a written directory of providers or even your insurer's online listing, both of which might be out of date. It's best to check with the doctor's office or hospital directly.

Review your health coverage every year

Most people default to the plan they already have instead of checking out their options during their company's annual open-enrollment period, but that's a mistake. The plan you have this year might not be the best one next year. The premium contribution might change. The deductible might go up. Your favorite doctor or hospital might have switched to another plan's network. Your spouse's plan, which was more expensive last year, might now be the cheaper one. Given the way insurers coordinate benefits from multiple health coverage, it is rarely worthwhile for both spouses to select a family plan, says Joan Smyth, a benefits consultant at Mercer, an international human-resources consulting firm. Instead, pick the best plan for your family and decline the other one. Childless couples might sometimes find it advantageous to get single coverage under each of their plans.

Plan ahead for family changes

If you expect to get married or have a baby in the coming year, keep that in mind during open enrollment. (If your family status changes between open-enrollment periods, you can switch then.) If you have a child who will graduate from high school the next year, find out whether the plan will cover him during college or even beyond and, if so, what you have to do to secure that coverage, such as providing proof of enrollment. Check the details of dependents' coverage thoroughly.

Think carefully about a high deductible

Many employers now offer an option of a high-deductible plan to be used with a health savings account (HSA). An HSA is an investment account that you can tap for deductibles and other health expenses at any age without incurring taxes. Unused HSA money rolls over every year. However, if you withdraw the money and spend it on nonqualified expenses before age 65, you will owe income taxes plus a 10 percent penalty. The law says a so-called HSA-compatible policy must have a minimum annual deductible of $1,150 for solo health coverage and $2,300 for family coverage.

Some employers contribute money to their employees' HSAs, and all the money belongs to the employee immediately. If your employer does not contribute, and you don't have enough money to fund the account yourself, think twice about signing up. Facing big up-front out-of-pocket costs might tempt you to skip medical treatment when you really need it.

Take advantage of your flexible spending account

Unlike an HSA, a flexible spending account (FSA) works with any kind of insurance, not just a high-deductible plan.

If your employer offers an FSA, sign up for it. You can generally put up to $5,000 of your pay in the account every year, tax-free, and you can spend it on a long list of health coverage expenses, including deductibles, co-pays, and co-insurance (but not premium contributions), over-the-counter drugs and medical supplies, dental care, and eyeglasses and contact lenses. The catch is that if there's money left in the account at the end of the year, you lose it. So it's important not to put in more money than you're sure you can spend, and you must have the patience to do the paperwork involved. Your FSA does not reimburse for something your heath insurance covers.

Be proactive if you fear you'll lose your job

If you are planning any elective procedures, such as dental work or a colonoscopy, get them done as soon as you can. Fill as many prescriptions as you can, and consider getting a 90-day supply, if possible.

If you have a flexible spending account, use it up as fast as you can. Even though your contributions are deducted from each paycheck, you have access to the full value of the account on the first day of your plan year.