1. The Old Way Example Costs Incurred: The New Way Example Costs Incurred:
Employer & broker spend a
lot of time shopping plans
and conducting enrollment.
Weeks of time Employer partners with
Everwell Advisor.
Saves valuable
time & efforts
Employer subsidizes 50% or
more and payroll deducts.
$1,000/month premium
Employer cost $500
Employer creates defined
contribution.
Employer Cost: $500
Employee pays remaining
premiums for self & family.
Employee Cost: $500 Everwell Advisors work with
each employee to build a
customized benefits package.
Potential:
$500 Subsidy
Employee pays for voluntary
insurance.
Employee Cost: $100 Employee works with advisor
to select benefits with defined
contribution.
Employee Cost: $500
With defined contribution,
the employer is able to avoid
year-over-year cost increases.
Example:
Employee spends $600 to get $1,100 in benefits.
Employer spends $500 and consumes valuable time.
Example:
Better educated and with more tailored benefits, the employee spends
$0-500 and gets $1,500 in valuable benefits.
Employer spends $500, saves valuable time and avoids year-over-
year cost increases by capping their contribution.
Weighing the Cost of Healthcare
Health Care Yesterday
Administering employee benefits required small business
owners to spend a significant amount of time reviewing
quotes and trying to manage rising premiums while
maintaining sustainable benefits.
Health Care Today
Today, with our Everwell Advisors and an easy to use benefit
administration system, we educate your employees on their
responsibilities under health care reform and help them
create a comprehensive benefits package that fits their
individual lifestyle and needs.
Cost
Value
Everwell is the perfect benefits solution for small business owners who believe that doing right by your people will help you do right by your bottom line.
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Cost
Value
This material is intended to provide general information about an evolving topic and does not constitute legal, tax or accounting advice regarding any specific situation. Aflac cannot anticipate all the facts that
a particular employer or individual will have to consider in their benefits decision-making process. We strongly encourage readers to discuss their HCR situations with their advisors to determine the actions
they need to take or to visit healthcare.gov (which may also be contacted at 1-800-318-2596) for additional information.