What belongs in the core package and what becomes an add-on is a cost decision first

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Family coverage in a package costs roughly three times the employee-only rate A low premium with a high deductible suits a healthy twenty-five-year-old and ruins a family Three plan tiers sharing one network and differing on the deductible is a choice most staff cannot price Buy-up dental and vision options are priced per paycheck and rarely worth the top tier The employer covers eighty percent of the premium and the tiers differ in what the other twenty buys The employer share of the premium is the largest single line in the benefits budget Flex credits hide the real cost of a package because nobody converts them back to dollars Two employers with the same package can differ on how much of the dependent premium they cover Default enrollment puts everyone in the cheapest package and the cheapest package is rarely the cheapest year The benefits and compensation budget is one number and every plan design choice trades against another