How do we design benefits that improve retention and recruitment competitiveness?

Great benefits do more than meet compliance, they help attract talent, reduce turnover, and build loyalty. The key is to make healthcare simple, affordable, and easy to use so employees actually value and engage with what you offer.

Here’s how to design benefits that strengthen retention and recruitment:

• Lead with accessibility, not complexity: Benefits should make care easy to access, not hard to navigate. Offering $0 primary care, virtual visits, and mental health support shows employees you care about their well-being, not just their coverage.
  
  • Impact: Builds trust, satisfaction, and long-term loyalty.
• Offer benefits people actually use: High deductibles and confusing plans discourage engagement. Simpler plans with low or no out-of-pocket costs and digital access drive real utilization, and employees stay longer when benefits feel valuable. 
  
  • Impact: Employees see benefits as a genuine perk, not just a paycheck deduction.
• Personalize by employee type: Hourly, part-time, and full-time employees have different needs. Pair MEC coverage for compliance, ICHRA reimbursement for flexibility, and Vitable’s built-in primary care for affordability to meet everyone where they are.
  
  • Impact: Broader appeal across your workforce and stronger inclusivity.
• Make mental health a core benefit: Integrate mental health support directly into your benefits, not as a separate EAP. This fosters a supportive culture that today’s workforce expects.
  
  • Impact: Boosts morale, engagement, and your employer brand.
• Communicate clearly and often: Use plain language, simple visuals, and quick tools to help employees understand their benefits. When people know how to use their coverage, engagement rises.
  
  • Impact: Higher utilization, satisfaction, and retention.
• Promote benefits in recruiting: Benefits are one of your strongest selling points. Highlight perks like “$0 primary care,” “virtual visits anywhere,” or “no co-pays or deductibles” in job postings and offer letters.
  
  • Impact: Attracts talent faster and improves acceptance rates.

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Vitable helps employers turn benefits into a true competitive advantage. Every plan includes $0 access to primary care, mental health support, and prescriptions through virtual or in-home visits (benefits employees love and actually use). Affordable, accessible care improves health, satisfaction, and loyalty across your team.

Retention grows when benefits feel personal, affordable, and easy to use. Center your plan around $0 primary care and mental health access to create a program employees appreciate, and candidates can’t overlook.

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