HDHP vs PPO calculator: at what medical spend does each plan cost less?
Enter the yearly employee premium, the deductible and any employer HSA money for each plan to find the break-even spend. Built for HR teams that help employees choose between a high-deductible plan and a PPO at open enrollment.
Find the break-even point between two plans.
Use your own plan numbers. The comparison updates as you type.
Enter zero if the employer adds nothing.
Your comparison
A simple comparison for planning, not advice. It uses premiums and deductibles only. It ignores copays, coinsurance, the out-of-pocket maximum and the tax benefit of an HSA, so real costs will differ.
How do the two plans compare?
A PPO usually has a higher premium and a lower deductible, so it costs more in a quiet year and less in a heavy one. A high-deductible health plan flips that. It costs less each month and exposes the employee to more cost before the plan pays. An HSA paired with the HDHP lets the employee and employer set aside tax-advantaged money for that exposure.
What does this tool leave out?
It counts premiums, deductibles and the employer HSA contribution. It does not count copays, coinsurance after the deductible, the out-of-pocket maximum, the tax value of HSA contributions or the difference between the two networks. Those can move the result, so use it to frame the choice and then read the summary of benefits for each plan.
Common questions
Who can have an HSA?
A person covered by a qualifying high-deductible health plan, with no disqualifying other coverage, can have an HSA. Our HSA and FSA guide covers the limits and the coordination rules.
Does the employer HSA contribution belong to the employee?
Yes. Money in an HSA belongs to the employee and stays with them if they leave. That is one reason it belongs in the comparison.
Should an employee always take the lower premium?
No. The lower premium saves money in a healthy year and costs money in a heavy one. The break-even spend shows where the two cross.
What should an employer do with this?
Use it in open enrollment materials with a few sample employees. A comparison with real numbers helps employees choose a plan that fits them.
Laws and rules referenced
26 U.S.C. § 223 — Health savings accounts: eligibility, contribution limits and the age 55 catch-up.
Rev. Proc. 2025-19 and Rev. Proc. 2026-24 — Inflation-adjusted HSA and high-deductible health plan amounts for 2026 and 2027.
This tool gives estimates for education, not tax or legal advice. Rules change, so confirm your situation with a qualified advisor.
Talk to us about plan design
Book a 30-minute call and we will review your plan options, your contributions and how employees choose between them. Visit us at 41000 Woodward Avenue, Suite 350 East, Bloomfield Hills, MI 48304, or call 248.370.8853.
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