Start with the number you already know
What your company pays for employee medical coverage today.
Current annual spend
$
Projected next year
Enter a figure
Expected renewal increase
2026 medical trend runs 8.5 to 9.5 percent before employers cut benefits to offset it.
Nothing is sent anywhere.
The illustration
What survives once claims are paid
Anyone can show you a lower premium. The question that matters is what is left after your people actually use the plan. Add your details and this runs the same structure used to build a real proposal.
Full illustration
Ten fields, about two minutes. Nothing is submitted and no contact details are required.
Not everyone enrolls. This is what the coefficients run on.
What the company pays the carrier each month.
The single biggest factor in whether this works for you.
What an employee pays to see a doctor today.
Projected renewal
What you pay next year if nothing changes
$0
Lower fixed premium
Reduced plan design, same carrier and network
$0
Plan administration
$30 per covered employee per month
$0
Available to pay claims
Money your company controls, not the carrier
$0
Add your figures above to see the range.
Your employees end up with 100 percent coverage, no deductible and no copays.
That is the point of the structure. The premium falls, a Section 105 plan covers what the leaner design no longer does, and the plan experience your people actually have is the same or better than before.
And the money you keep can buy more
What the pool does not spend is yours. Many employers put some of it straight back into the benefits package, which is how a cost reduction becomes a recruiting advantage rather than just a saving.
- Vision
- Dental
- Hearing
- Mental health
Honest qualification
This depends on your plan, not your headcount
The saving comes from the gap between the plan you buy now and a leaner design. If that gap is small, so is the opportunity. Plan richness is the variable that decides it, which is why a large employer on a lean plan often qualifies for less than a smaller one on a generous plan.
Worth a look
- A genuinely good plan today, typically under a $500 deductible with low or no copays
- Spending above roughly $9,000 to $10,000 per covered employee per year
- Competing for staff, so cutting the plan is not an acceptable answer
- A renewal inside the next twelve months
Probably not
- Already on a high deductible plan, since the premium has little left to give
- Deductibles above roughly $3,000, where the restructuring has largely happened
- Very small headcount, where fixed administration outweighs the saving
- A renewal that has just passed, since the next window is a year out
The average employer deductible is already $1,886, which means a good number of employers are already too lean for this to help. Employer premiums now average $9,325 for single coverage and $26,993 for family. Worth knowing alongside both: over five years family premiums grew more slowly than wages and inflation, which cuts against the usual case for urgency.
Who does the analysis
A person, not a software output
Clifford Der
Chief of Corporate Benefits
CA License #0474385
Five decades in employee benefits, and a member of the National Association of Health Underwriters for over fifty years. Clifford has spent that career building alternative funding structures for employers, and holds a Bachelor of Science in Electrical Engineering, which is a fair description of how he approaches a benefit plan.
He enrolled more than 5,000 employees for Lifeguard HMO, and his work has repeatedly been first of its kind:
- Developed the Chinese Community Health Plan
- Developed the first Exclusive Provider Option
- Developed the first stand-alone fully insured acupuncture plan
- First Lifeguard HMO sales representative to Asian employers
- An early architect of Medical Expense Reimbursement Plans, the structure described on this page
Every proposal HarmoniXHR issues is his analysis of your actual plan documents, census and renewal terms. The figures on this page are arithmetic on numbers you typed, which is a different thing and is described that way on purpose.
Administrators and carriers worked with (a joint undertaking between HarmoniXHR and GeneHarmonics Human Health Solutions)
All third party names and marks shown are the property of their respective owners. Their appearance identifies carrier and administrator appointments held by Clifford Der as a licensed producer, CA License #0474385, and does not imply any endorsement, sponsorship or affiliation with HarmoniXHR.
The full picture
Eleven ways the money moves
The first four are the reimbursement plan itself, in order, and they produce the figures above. The remaining seven are separate levers that reduce claims cost, and which of them apply depends on your size, your funding structure and what your claims data shows. Hover or tap any line.
Not every strategy suits every employer, and several only become available above a certain size or under self-funding. A review of your claims data is what decides which ones are worth pursuing, and that is the first thing a detailed analysis looks at.
Request a detailed analysis
Have Clifford review your real numbers
These are the fields he needs to build a proposal. If your situation is not one this program helps, that is what the reply will say, and it will say it before anyone books a meeting.
Figures shown on this site are structured approximations for comparison and education. They are not carrier quotes, guarantees, actuarial opinions or benefit proposals.
After the savings
Most clients start here and come back for the next one
Nothing else we do is bundled with this or required by it. It is here because the money the benefit program returns is real, and most employers have not decided what to do with it.
Two numbers to start, ten to be sure
Your current spend and expected increase gives a projection in seconds. The full illustration takes about two minutes and tells you plainly if the answer is weak.
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