Rounding Out Your Benefits Without Straining Your Budget

The problem

Businesses want to offer employees more, but there's rarely extra room in the budget to expand the core medical plan. Meanwhile, even a genuinely strong benefits package goes underused when employees aren't engaged with their own health - a great plan on paper doesn't help anyone if people don't understand it, don't use it, or don't feel motivated to take care of themselves in the first place.

Why this happens

Medical plan budgets are already stretched, and every dollar spent expanding core coverage is a dollar that has to come from somewhere. At the same time, most benefits communication is an afterthought - a packet handed out once a year that employees skim and forget. The result is a gap between what a business is actually offering and what employees perceive themselves as having, which shows up as lower engagement, lower satisfaction, and benefits dollars that don't translate into goodwill.

Our approach

We help you round out your benefits with additional protections employees can choose for themselves, often at little to no cost to your business, paired with incentives that reward healthy habits. Together, these offerings boost retention and engagement without adding pressure to your core benefits budget.

How it works

Employees are able to opt into additional coverage - protections around income, family, and unexpected health events - that they select and often pay for themselves through payroll deductions, so it costs your business little to nothing to offer. Layered on top, incentive programs reward employees for taking an active role in their own health, whether that's completing a wellness screening, hitting an activity goal, or participating in a program designed around their needs. We also help make sure employees actually understand and value what's being offered, since a benefit no one knows about might as well not exist.

What this means for your business

A more complete, competitive-feeling benefits package without a corresponding increase to your core medical plan spend, better employee engagement and retention, and a workforce that's more actively involved in managing its own health, which, over time, tends to show up in your claims experience too.

Who it's for

Any business that wants to strengthen its overall benefits package and improve engagement, without adding new pressure to the core medical plan budget.

How this works in the real world

A professional services firm had a solid medical plan but consistently heard from exit interviews that employees felt underinsured against things like disability and unexpected family events. By rolling out a set of voluntary options alongside a wellness incentive program, the firm didn't add a dollar to its core plan cost but saw a meaningful jump in benefits satisfaction scores the following year, along with strong early participation in the wellness program.