The Problem Isn’t Cost. It’s Design.
Most plans don’t fail because of cost. They fail because employees can’t use them.
The Cycle You're Stuck In
Renewal arrives. Costs are up again.
You absorb it or shift it to employees.
Participation drops. Employees can't afford the deductible.
Turnover rises. You lose good people over benefits.
Twelve months later, do it all again.
A Plan With No Deductible. Your Employees Don't Have to Wait to Use It.
Limit days.
Limit costs.
The core idea is simple: most employees don't need unlimited coverage for every imaginable scenario. They need reliable coverage for the things that happen, primary care visits, urgent care, labs, a hospital stay when it matters, with costs they can predict and afford.
Illustrative figures for one plan type we offer. Actual plan specifics vary by employer and workforce.
What Employees Actually Get
The benefits your workforce ranks as most important, the ones they'll notice and use.
The Five Most Requested Benefits
According to Kaiser Family Foundation research, employees consistently rank these five as the benefits that matter most:
- Preventive care
- Emergency care
- Mental health
- Maternity care
- Birth control
64 Services at Zero Cost
The plans we offer cover the 64 preventive and wellness services designated by Centers for Medicare and Medicaid Services, paid at 100% with no out-of-pocket cost.
Well-baby. Well-mother. Immunizations. Physicals. Preventive medications. The routine care employees should use, covered at no cost.
Unlimited Telehealth
Virtual primary care, urgent care, talk therapy, and teen therapy, typically at $0 out-of-pocket.
The easiest way to remove the cost friction that keeps hourly employees from getting care in the first place.
Concierge Support, Included
Employees get a real person to call who helps them find the right provider, schedule appointments, compare costs, and navigate the system. Built into the plan, not a premium add-on.
This matters for a workforce that's never had benefits before. The hardest part isn't the coverage, it's knowing how to use it.
What Employees Actually Pay When Something Happens
Two common scenarios. Same employee. Two different plan designs. These are the decisions your workforce makes every day about whether to use their coverage.
A warehouse worker breaks their arm.
They go to the ER. They get X-rays, the arm set, and pain medication. They leave. The average ER visit for a broken arm costs $2,200.
A new mother has a baby.
Standard 48-hour hospital stay, typical delivery. The average hospital bill in the U.S. for a straightforward delivery runs about $14,768.
This is why "we offer benefits" and "our employees actually use them" are two different things.
A $2,200 ER bill isn't theoretical for a $20/hour warehouse worker. It's the thing that keeps them from going to the ER in the first place. Plans designed around flat copays change that calculation.
Illustrative scenarios based on industry-average costs and typical plan designs. Actual employee costs depend on plan specifics, provider, and situation. These are not guarantees of coverage or savings for any specific plan or employer.
Industries Where Traditional Plans Break Down
Five people. Five thousand. Everyone in between.
We work across every industry below and many others. The common thread is not one type of labor. It is a plan structure that no longer fits the size, economics, or reality of the business.
Why Employers Choose Elite Benefits Direct
When renewals keep increasing and employees don't value your benefits, it's time for a different approach.
What brings them in:
Every renewal looks the same and nothing seems to change
They feel stuck between cost and coverage
They've never been shown a plan their employees can afford to use
After one conversation, they typically gain:
Clarity on why their current structure produces the same results
A clear view of where cost and utilization are misaligned
An honest look at what different options could mean for their workforce
When you have the right benefit strategy, the ROI is real: a healthier workforce, reduced absenteeism, and improved retention.
The People Who Broke the Cycle
Real employers, real employees, real results.
We were tired of getting 20% increases annually and at a certain point offering traditional group medical plans became unaffordable for our employees. Pete and his team found us a benefit plan tailored for our industry that we could afford and actually use and we’ve been with them the past 5 years.
J Christopher’s
Restaurant • Hospitality
After receiving a large rate increase from our carrier we were concerned with affordability and participation with our employees. Pete and his team presented some unique solutions that allowed us to offer more affordable coverage for our employees that they could actually use.
CEO
TAB Retail Remodeling, Inc.
Is This the Right Fit for You?
We work best with employers who:
Have hourly, distributed, or frontline workforces
Run a small or midsize business priced out of traditional group plans
Are experiencing rising renewals with low participation
Feel their current plan underperforms in practice
Want to explore alternatives beyond the standard model
Have never offered benefits before and want a plan their workforce can afford to use
If any of that sounds like you, let's talk. One honest conversation, no pitch. Just a clear look at what's possible for your business.
Start With a Clearer View of Your Current Strategy
Most conversations begin with a simple review:
What's driving your current costs
How your employees are actually using the plan
Where the structure may be working against you
From there, we can determine whether a different approach makes sense.
Start the ReviewWhat Most Employers Get Wrong About Benefits
Rising Health Insurance Costs Aren’t a Pricing Problem. They’re a Design Problem.
Why shopping the market every year produces the same result—and what actually changes when you change the structure.
Read article →Your Employees Aren’t Skipping Care Because They Don’t Value Benefits
38% of insured employees skipped needed care last year because of cost—not because they didn’t want coverage.
Read article →The Real Cost of Low Benefits Utilization (And Why Most Employers Never Measure It)
When employees can’t use their benefits, the cost doesn’t disappear—it shows up in turnover, absenteeism, and renewal increases.
Read article →Better benefits exist. Let’s find yours.
Tell us about your business. We’ll show you what’s possible.