For the business
Keep more money in the company.
$47.80 in monthly employer savings equals $573.60 a year per participating employee.
$573.60 per yearEmployer payroll tax savings
Save $573.60 per participating employee each year.
Reduce employer payroll tax expense while helping participating employees bring home more pay and gain access to meaningful healthcare benefits.
No contact information is needed to use the Assessment.
Employer savings example500 participating employees
$286,800
annual employer savings
Monthly$23,900
Per participant$573.60 / year
Value for the business and its people
One decision can improve employer economics and employee value at the same time.
For employees
Help employees bring home more pay.
Participating employees can see higher take home pay without an employer wage increase.
More value in the paycheckHealthcare value
Give employees benefits they can recognize and use.
Primary and urgent care, virtual care, mental health support and prescription benefits make the employee side tangible.
Healthcare employees can useA different employer cost lever
More room in the budget without asking employees to give something up.
Employers are balancing labor costs, benefits pressure and the need to keep compensation competitive. This strategy approaches that problem from another direction: reduce employer payroll tax expense while creating additional value for participating employees.
See the employer and employee economicsWhat scale can mean
The savings scale with the number of employees who participate.
Use your workforce size to see what that can mean annually.
Estimate your workforce100 participants$57,360
500 participants$286,800
1,000 participants$573,600
Annual employer savings by number of participating employees.
From first estimate to implementation
Start with an estimate, understand the value, then confirm the details with your team.
1
Estimate
Enter approximate U.S. W-2 headcount and see the potential annual savings immediately.
2
Understand
See where the employer savings come from and what participating employees receive.
3
Review
When you are ready, Coordination Group works with your team to confirm participation, payroll setup and implementation.
Employee value
Healthcare benefits employees can immediately understand.
The employee experience includes care access, mental health support, prescription benefits and additional tools that help employees navigate and use their healthcare.
See the full employee experiencePrimary and urgent careIn person and virtual care options give employees practical access when they need care.
Mental health supportVirtual mental health support and therapy resources add another point of care.
Select $0 prescriptionsSelect prescriptions on the applicable formulary are available at $0.
Guidance and health toolsBenefits navigation, proactive support and eligible at home testing help employees make better use of the resources available to them.
Already have a number?
Have an existing savings estimate reviewed.
We can help you compare the employer math, employee value and implementation path before you make a decision.
Review an EstimateEvaluating for a client?
Advisors can start with one employer.
Coordination Group handles the screening and review. You keep the client relationship and decide when an introduction makes sense.
For AdvisorsCoordination Group Advisory
A focused employer savings resource from Coordination Group.
Coordination Group brings broader employer benefits, enrollment, technology and implementation experience to the Advisory work.
Employer benefits and enrollment experienceSupport that extends beyond a single product.
Implementation supportHelp moving from employer decision to employee rollout.
A real point of contactDirect access to Coordination Group throughout the review.
Common Questions
The employer saves $47.80 per participating employee each month, or $573.60 annually. The employer's total depends on how many employees participate.
No. Existing major medical coverage is not required. If your company already offers medical coverage, it does not need to be replaced. Employees can participate whether or not they are enrolled in the company health plan.
No. Employee participation is voluntary.
Just an approximate U.S. W-2 headcount. You do not need to enter a name, email address or employee data to see the estimate.
Start with the number