Looking for your company’s “pot of gold”? It might be hiding in plain sight.

Consider this: One of your employees, currently battling leukemia, wants to enroll in their spouse’s health plan. But they can’t—because the spouse’s employer enforces a working spouse provision, disqualifying access if your employee is already eligible for coverage through your group health plan.

The unintended result? Your company’s health plan has seen 30% to 50% rate increases over the past three years. Deductibles are now $10,000. Everyone is feeling the pain—and attracting or retaining top talent is harder than ever.

What’s the solution? Shift to a Defined Contribution model and transfer the risk to the individual health marketplace. This enables employees to explore better coverage options—including enrolling on a spouse’s plan—while reducing your overall costs and unlocking new flexibility and savings for your team.

Your “pot of gold” may be closer than you think. Let’s talk about how to find it.