Should we offer multiple plan options (e.g., base + buy-up) or just one streamlined plan?

It depends on your workforce, but in most cases, less is more. A few well-structured choices make benefits easier to understand and use, while too many options can create confusion and lower engagement.

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Here’s how to decide what works best for your team:

• Start with your workforce profile: If most employees have similar needs and income levels, a single streamlined plan keeps things simple and consistent. If you have a wide mix of family situations, ages, or budgets, a base + buy-up option can offer flexibility without overwhelming people.
• Focus on the foundation: Every plan should include affordable, built-in primary care—that’s what drives preventive care and reduces ER visits. From there, “buy-up” plans can layer in extras like out-of-network coverage, hospital indemnity, or richer prescription benefits.
• Keep differences clear: If you offer multiple plans, make sure employees understand how each one differs in cost, coverage, and convenience. Two or three clear options are ideal; more than that can lead to decision fatigue.
• Consider an ICHRA: For employers who want flexibility without managing multiple plans, an Individual Coverage Health Reimbursement Arrangement (ICHRA) can be a great solution. Employees choose their own plan, while you provide a fixed, tax-free reimbursement. Pairing an ICHRA with a primary-care solution like Vitable ensures everyone still has $0 everyday care access.

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Vitable simplifies care for every plan design. Whether you offer one plan or several, every employee gets $0 access to primary care, mental health support, prescriptions, and urgent visits, keeping care consistent and affordable across your workforce.

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Offer choice where it matters most. A clear, simple base plan (with the option to buy up or use an ICHRA for added flexibility) balances affordability, accessibility, and clarity. When employees understand their options and can easily access care, engagement and satisfaction rise.

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