Most mid-market employers are spending $70,000-$100,000 a year on supplemental health benefits - telehealth, mental health, pharmacy, wellness - spread across three to five separate vendors. The utilization rate on those benefits? Under 10%. That means you're paying full price for a benefit that 90% of your employees never touch.
This guide breaks down the real cost of a fragmented benefits stack - not just the per-employee-per-month number your vendors show you, but the hidden administrative burden, the employee confusion, and the turnover risk that comes with benefits nobody understands or uses. It includes a 60-second self-assessment, real case studies from mid-market employers who made the switch, and the math your CFO actually needs to see.
What you'll learn:
- The true total cost of managing 3-5 supplemental benefit vendors (it's more than you think)
- Why your utilization rate is the only number that matters - and how to calculate it honestly
- How two mid-market employers went from under 10% utilization to 31-44% by making one structural change
- The three non-negotiables to evaluate before your next benefits renewal
- A 60-second self-assessment to score your current benefits stack