Employee benefits with a considered structure.

Define the business objective

The design should begin with the workforce, hiring market and budget. A plan intended to recruit specialized employees may look different from one focused on predictable core coverage.

• Employee demographics and priorities
• Employer and employee cost sharing
• Waiting periods and eligibility
• Core coverage versus optional benefits

Compare more than the first-year price

Premium is important, but so are benefit maximums, contract definitions, service standards, administrative tools and the process used at renewal. A low initial quote may not describe the long-term experience.

Communicate what the plan actually provides

Employee value depends on understanding. Clear enrollment, beneficiary information and explanations of health, dental, life and disability benefits can improve use and reduce confusion.