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This Is What Your Report Looks Like
A 25+ page custom analysis built from employers in your exact cohort. Real data. Real gaps. Real opportunities.
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Industry, state, company size — we match you to a custom cohort of similar employers.
We Build Your Report
150+ data points across medical, ancillary, leave, retirement, Rx, and hiring dynamics.
See Where You Stand
Gaps, wins, and concrete next steps — delivered to your inbox within 24 hours.
Where You’re Falling Behind — And Where You’re Winning
Sample gaps from a Mployer Insights report. Spot what needs attention and where you’re already ahead.
Spot Trends & Gaps Before They Cost You
Benefits markets shift every quarter. What was competitive last year may be a liability today. Benchmarking gives you the data to act — not react.
Only Offer One Plan Type
Your cohort heavily relies on single plan offerings. Nationally, 59% offer multiple types — are you limiting employee choice?
Moved to Level-Funding
A growing shift from fully-insured. Level-funded plans offer cost transparency and potential savings — is it time to explore?
EE Premiums Rose YOY
Single employee premiums jumped 14% year-over-year in this cohort. Family premiums rose 7%. Cost pressure is accelerating.
Benefits Perception Gap
Employers invest $23,200/EE but employees perceive only $11,200. If you can’t communicate it, you can’t retain with it.
The Full Picture — Charts & Comparisons
Ancillary Offer Rates — Cohort vs. National
Monthly Premiums — ER vs. EE
Plan Type Enrollment
Healthcare Spend by Setting
Funding Structure
Medical Feature Adoption
Leave Snapshot
Executive Summary — Cohort vs. National
| Metric | Cohort | National | Delta | Status |
|---|---|---|---|---|
| ER Contribution (Single) | 77% | 81% | −4% | Gap |
| ER Contribution (Family) | 64% | 69% | −5% | Gap |
| Deductible (Single) | $2,355 | $2,234 | +$121 | Higher |
| Max OOP (Single) | $5,416 | $5,007 | +$409 | Higher |
| Avg HSA Funding | $587 | $398 | +$189 | Above ✓ |
| Vision Offer | 77% | 90% | −13% | Below |
| Life Insurance | 72% | 86% | −14% | Below |
| Wellness | 12% | 36% | −24% | Below |
| EAP | 61% | 79% | −18% | Below |
| Critical Illness | 29% | 62% | −33% | Below |
| 401k Participation | 100% | ~96% | +4% | Above ✓ |
Deductible & OOP by Plan Type
| Plan | Ded. Single | Ded. Family | OOP Single | OOP Family |
|---|---|---|---|---|
| HDHP | $3,471–$4,063 | $8,056 | $5,704 | $11,408 |
| PPO | $1,560–$1,840 | $3,842 | $5,491 | $10,983 |
| HMO | $1,128–$1,736 | $1,939 | $4,826 | $9,652 |
What Employees Actually Value Most
Benefit priorities segmented by gender, generation, and job level. Directly from the Mployer report.
The Numbers That Should Keep You Up at Night
150+ Data Points. Seven Sections.
Custom-built for your exact cohort and delivered within 24 hours.
Medical
ER contributions, premiums, deductibles, copays, OOP max, plan types, HSA/HRA, Rx tiers
Ancillary
Dental, vision, STD/LTD, life — offer rates, contribution %, enrollment data
Leave & PTO
Consolidated vs. non-consolidated, holidays, maternity, remote, unlimited PTO
Retirement
401k match, vesting, auto-enrollment, participation, admin fees, 1yr IRR
Rx & Claims
Spend by setting, high-cost injectables, service line utilization, stop-loss
Hiring Signal
Glassdoor ratings, benefit priorities by persona, perception gap, turnover risk
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