What could better health literacy save your workforce?
Build a one-year planning scenario using your headcount, medical spend and expected engagement. Adjust the assumptions to match your plan.
Build your scenario
Start with these estimates, then use your own plan data.
We calculate medical savings only on the enrolled, participating share. Program fees apply to all employees. This avoids treating employees outside the health plan as claim savings.
How this works
A quick first pass for a benefits conversation. You can inspect the math and replace every starting assumption with your own data.
What does the medical estimate include?
Annual medical savings = employees × plan enrollment rate × annual medical spend per enrolled employee × participation rate × assumed reduction for participating employees.
Dependents are reflected only if your blended spend input already includes their claims. Do not add premiums and claims together. For self-funded plans, actual paid claims and associated plan costs are a better input than a generic premium average.
The program fee is employees × monthly price × 12, plus other annual costs. Net savings = gross scenario savings − program cost. Net ROI = net savings ÷ program cost × 100; when cost is zero, ROI is shown as unavailable.
How are the industry turnover numbers used?
The optional benchmark uses BLS JOLTS 2025 annual average monthly quit rates by industry, multiplied by 12 to express an approximate annual quit rate. It measures voluntary quits, not total departures; your organization’s actual annual quit rate should replace it.
Optional retention savings = employees × the lesser of your quit-rate reduction or baseline quit rate × replacement cost per employee. BLS supplies only the baseline. The reduction and replacement cost are your scenario inputs, and no causal effect from One Stop Wellness is established by this calculator.
Where do the starting values come from?
- Medical spend: $12,000 is an editable example, not a national benchmark or a One Stop Wellness measured result. A plan’s paid claims PMPY is preferable.
- Participation: 65% is an editable One Stop Wellness planning assumption.
- Medical impact: 4% is an editable scenario applied to participating employees. One Stop Wellness brand guidance says the 4% average claim needs cohort, period and comparison data before use as a substantiated public result.
- Program price: $3 per employee per month is an illustrative One Stop Wellness price; request a proposal for current pricing and included services.
- Replacement cost: $20,000 is an editable example, not a BLS estimate.
For market context, KFF’s 2025 employer health benefits survey reports average premiums of $9,325 for single and $26,993 for family coverage. Those premiums are not interchangeable with a self-funded employer’s paid claims per enrolled employee, so they are not used as the model default.
How should we use this in a benefits decision?
Ask your broker or plan administrator for employee count, covered employee count, the latest 12 months of paid claims, and current wellness spend. Compare future results against a documented baseline and a relevant trend or comparison group. Review participation, risk awareness and utilization alongside claims before attributing savings to a program.