Your Complete Benefits Program — Scored

Your core medical benefit — the largest cost driver in any employer benefits program. Covers plan design, funding strategy, ICHRA alternatives, GAP coverage, virtual care integration, and mental health access.

Pharmacy is the fastest-growing cost driver in employer benefits. This category covers PBM contract transparency, specialty pharmacy management, GLP-1 strategy, and biosimilar adoption.

Dental and vision are high-value, low-cost benefits that drive employee satisfaction. Key questions: Are you self-funding dental? Does your dental plan have a rollover feature? Is your vision plan competitive?

Short-term and long-term disability protect employees from income loss due to illness or injury. Key issues: benefit percentage, elimination period, own-occupation definition, and maternity coverage.

Group life, voluntary life, AD&D, accident, critical illness, and hospital indemnity form the financial protection layer of your benefits program. These are often underutilized and under-communicated.

HSAs, FSAs, DCSAs, HRAs, and LSAs are powerful tax-saving tools that most employers underutilize. Employer HSA seed contributions and front-loaded funding strategies drive adoption and satisfaction.

PTO strategy, leave programs, pet insurance, and lifestyle benefits are increasingly important for talent attraction and retention. This category covers the full spectrum of non-traditional benefits.