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Employer Cost Shifting Engine

Strategic cost-sharing that balances budgets and talent retention

Optimal Balance

Find the equilibrium between employer savings and employee satisfaction

Member Impact

Model out-of-pocket burden across income tiers and family types

Strategic Design

Shift costs where it matters least to members, maximum to employer

The Cost-Shifting Paradox

Most employers shift costs blindly through across-the-board deductible increases or contribution hikes—maximizing employee pain while delivering minimal employer savings. Our engine identifies surgical shifts that achieve 3-5x better cost ratios: high employer savings with low member friction.

Blunt Cost Shifting

  • • Across-the-board deductible increases
  • • Uniform premium contribution hikes
  • • Disproportionate impact on low earners
  • • Delayed care, worse health outcomes
  • • Talent retention damage

Strategic Cost Shifting

  • • Income-tiered contribution structures
  • • Value-based plan design incentives
  • • Strategic pharmacy tier shifts
  • • Protected preventive/chronic care access
  • • Minimal morale impact

Real-World Impact

Technology Company (8,500 employees)

$4.2M Saved

Instead of raising deductibles $500 across the board, implemented income-tiered contributions (0-3% of salary) plus pharmacy tier realignment. Delivered $4.2M employer savings with 89% employee approval—vs. projected 52% approval for deductible increase.

Employer Savings
$4.2M/year
Employee Satisfaction
89% Approve
Turnover Impact
No Change

Manufacturing Client (3,200 employees)

$1.8M Saved

Eliminated spousal surcharge (was penalizing 40% of workforce) and replaced with value-based incentives for preventive care completion. Same employer savings, improved primary care access, reduced ER utilization 18%.

Health Outcome: A1C control improved 14% in diabetic population— cost-shifting strategy that actually improved health