Most employees have no idea what their benefits are actually worth.
Salary is the number an employee sees on a pay stub and the number they compare when a recruiter calls. Health coverage, employer account funding, disability, life insurance and the rest of the package are real money that never appears next to it. So employees systematically underestimate what they are paid — and employers systematically fail to get credit for what they spend.
One page, per employee, with their own numbers.
A statement is only persuasive if it is specific. A generic summary of the benefits program is a brochure; a statement with this employee’s elections and this employer’s contributions is an argument.
The employer share, line by line
What you pay toward medical, dental, vision, life and disability for this employee in their tier. The family-tier subsidy is usually the largest number on the page, and the one nobody knew.
Account funding and paid time
Employer contributions to a health savings or reimbursement account, retirement plan contributions, and the value of paid leave. These are the items employees most reliably forget are compensation.
The total, stated once
Base pay plus everything else, as one figure. That figure is the point of the document, and it is why the statement has to be accurate to the dollar.
Delivered at open enrollment, not in a quiet week.
The statement does two jobs, and both of them depend on when it arrives.
At the moment of election
Employees decide what to elect during enrollment. A statement in that window changes how a plan change or a contribution increase is received, because the comparison is in front of them.
When a change is hard to explain
A year that carries a deductible increase is the year this document earns its cost. It does not make the change popular. It makes it honest and proportionate.
When you compete on package
If you pay at market on salary and above market on benefits, nothing in an employee’s normal experience reveals that. This is the document that does.
Built from your data, not filled in by HR.
Data from the systems that have it
Census, elections and contribution structure pulled from the benefits platform and payroll, so producing the statements is a process rather than a project.
Checked before it ships
A statement with a wrong number damages the trust it was meant to build. Sample review and reconciliation happen before anything reaches an employee.
Repeatable next year
Built once so the second year is an update rather than a rebuild — which is what makes it an annual habit instead of a one-time exercise.
Send us your renewal.
We’ll tell you whether it looks competitive, where we see opportunity, and the five questions we’d put to your carrier. No cost, and no obligation to move anything.
The renewal letter
Your current plan summary
Contribution split by tier
Enrolled counts by tier
Four documents — two more if your group is 50 or more. Nothing else; every extra one is a reason to postpone.
An independent employee benefits consulting firm. We look at the entire benefits program — cost, plan performance, risk and administration.
Bloomfield Hills, MI 48304
248.370.8853
719.425.2649
281.404.5670
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