Hi!
What you want to look for on the CDHP is this:
OUT OF POCKET MAXIMUM.
This is a limitation to how much will come out of your pocket for the year should a crisis arise.
You will see these on PPO's as well as on the CDHPs. But typically, co-pays for Dr. visits and medications do not apply toward the out of pocket maximum for the year on the PPO's like they do on CDHP's.
I got forced onto a CDHP with my first pregnancy and it was a complicated one. I liked not having to front any money until the HRA was exhausted. Meeting the deductible and then paying the 10% co-insurance wasn't too bad either. Because once $5000 had been paid out of my pocket for the year, my care was covered at 100% and I didn't have to pay anything more after that happened. I looked back when deciding whether to try the PPO the next year and figured how much I would have paid for office visits, urgent care, and E/R co-pays and it definitely worked out to LESS on the CDHP than it would have been with the PPO.
The down-sides, especially with pregnancy:
1. You have to WATCH the EOB's like a hawk, both the provider and insurance companies make mistakes and you have to call them on it when they mess up. I spent a LOT of time and energy dealing with administrative hassle because of this. It's like a checkbook you have NO control over.
2. Once your baby is born, you will need to switch to the "family" plan which will change your deductible and out of pocket limits for the remainder of the year but they usually add funds to your HRA too if applicable.
With PPO's, the cons are that your co-pays don't go toward your out of pocket limit for the year. Also they usually have deductibles too, for stuff like supplies, drugs, labs, or even imaging like ultrasounds. Not always but I have seen some crappy PPO policies on these types of things. And you have to have the co-pay/co-insurance amount ready before you go to the Dr. If you are high-risk or have complications, anything not considered a "routine" exam is probably going to require a co-pay.
The quality of these plans vary from employer to employer. But if you have a good CDHP with an out of pocket limit that isn't too outrageous, I would say go for that.
Good luck!