How Innovative Employers Are Cutting Healthcare Spend by Up to 40% Without Cutting Benefits
Your employees aren't one-size-fits-all. Your healthcare strategy shouldn't be either.
Sharewize helps you layer smarter options into your benefits package:
Traditional insurance
for employees with ongoing or complex medical needs
Healthshare memberships
for employees who rarely use care but still want protection and flexibility
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Why You're Overpaying Today
You're spending thousands per employee every year whether they use their benefits or not.
For a large portion of your workforce, it's an expensive benefit they barely touch. These low utilization employees:
Rarely hit their deductible
Most healthy employees never reach their high deductible, paying full price for all care
Could often pay less for care out-of-pocket with cash
Cash prices are often 40-60% lower than insurance-negotiated rates for routine services
Cost you thousands for coverage they don't fully use
You're paying premium rates for employees who use minimal healthcare services
It's not wasteful employees. It's an outdated plan design.
The Quiet Revolution in Benefits Design
While premiums rise 10-20% every year, many employers have discovered an overlooked option for some employees: medical cost-sharing memberships. Over 2 million Americans now use them, saving an average of $4,200 per person annually.
These programs (commonly called healthshares) are a better alternative to traditional insurance for many employees. They're a modern financial model built for healthy employees who rarely need care. For this segment of your workforce, they're often a smarter fit.
Fully legal and compliant
Healthshares aren't insurance—but they operate legally in every state and used by millions of Americans today. Employers don't replace insurance; they simply add this as an option for employees who rarely need care and are tired of being ripped off by traditional plans.
Major Medical
Members get protection against high-cost, unexpected events - hospitalizations, surgeries, emergencies, expensive treatments - without the bloated overhead of insurance. Everyday care is paid cash (usually 40–60% less than insurance rates).
Built for Low-Utilization Employees
Employees who rarely hit their deductible often overpay for insurance they don't use. Healthshare memberships give them a more cost-effective option while those that utilize care more often can stay on traditional plans.
What Happens When You Give Employees a Smarter Choice
Let's follow Dom, a typical healthy employee, through his healthcare year...
Meet Dom
28, Marketing Manager
Active lifestyle, rarely gets sick
Has your company's high-deductible plan
Company Pays 80% of His Premium
Dom pays $960/year
His Real Healthcare Usage
Typical for a healthy 28-year-old
His $7,000 Deductible
Never reached his deductible
Paid inflated rates for care compared to cash pay prices
Money Down the Drain
85% of premium unused
What if Dom had a healthshare membership instead?
Annual Savings
That's significant money back in both pockets, and Dom's still protected for major medical events.
For employees with families, the annual savings can be in the thousands.
The Numbers Your CFO Cares About
Traditional Insurance
employee$5,000-$12,000
Healthshare Membership
employee$1,000–$5,000
per employee annually
Traditional Insurance
Healthshare Membership
per participating employee annually
What your healthiest employees get:
Cash-pay rates for routine care
40–60% less than insurance rates
Full reimbursement
For qualifying major expenses
No network restrictions
Choose any provider
Thousands back annually
Money in their pocket each year
Why This Gets Board Approval
Predictable Savings
Even at 40% workforce participation, a 1,000-person company can save ~$1.5M annually.
At 60% participation, savings approach $2.3M.
Talent Advantage
Financially savvy employees feel valued, not trapped.
Retention and recruiting both improve.
Strategic Leadership
Early adoption signals innovation while competitors wrestle with rising costs.
Bottom line:
Stop overpaying for employees who don't use expensive coverage. Keep insurance where it's needed. Add smarter options where it's not.
Clarity First. Let's See If This Is a Fit.
Before we talk about solutions, we start with a call. Not a pitch. Not a pre-packaged playbook. Just questions.
We want to understand:
How are you structuring benefits today?
What's working well?
Where are the pressure points?
(Cost? Coverage gaps? Employee dissatisfaction? Recruiting challenges?)
The goal is clarity
By the end of our conversation, you'll know exactly where the inefficiencies are in your current approach and whether we can actually help.