Does BennieGuide move Medicare-eligible employees off the employer plan?

No. Under Medicare Secondary Payer rules, active Medicare-eligible employees are never steered off the group plan. BennieGuide provides Medicare awareness and coordination (age-in tracking, Part D creditable-coverage support, and HSA/Part A coordination) and credits employer savings only where federal law makes Medicare the primary payer.

Which coverage programs does BennieGuide screen for?

Secondary Medicaid, Medicaid/CHIP, Marketplace (family glitch), spousal waivers, TRICARE/VA, pregnancy programs, Tribal/IHS, and Medicare coordination.

Guide every employee to the coverage that fits them best.

Q: How is BennieGuide priced?

Pricing is tailored to group size, census complexity, and scope of advocacy services. There are no success fees or percentage-of-savings. Contact BennieGuide for a proposal.

BennieGuide finds the Medicaid, Marketplace, spousal, and military coverage your people already qualify for, and walks them all the way through. Lower plan cost, without cutting anyone's coverage. Employees near or over 65 also get neutral Medicare guidance, and no one is ever moved off your plan.

Request a savings estimate → See how it works

Built for employers with 200+ employees, and the brokers who serve them.

The pressure you're under

Health costs keep climbing, and you're paying to cover people who qualify elsewhere.

$18,500

total health benefit cost per employee in 2026

+6.7%

cost increase this year, the steepest in 15 years

~50%

of all claims come from just the top 5% of members

Sources: Mercer 2025 National Survey of Employer-Sponsored Health Plans (2026 projection); RAND analysis of U.S. health-spending distribution.

How it works

A guided path, from enrollment to confirmed coverage.

We run the whole journey so your HR team doesn't have to. Every employee gets the same review, and every employee decides for themselves.

Screen

A short, neutral questionnaire rides into your open enrollment. Answers flow in as a census file.

Identify

Our engine flags employees and dependents who may qualify for better-fit, lower-cost coverage.

Enroll

Our licensed agents reach out, lay out the options, and, if the family chooses, walk them all the way through enrollment.

Report

You get confirmed enrollments and documented savings, ready for your renewal conversation.

Where we find coverage

Secondary Medicaid

NICU, preemie & special-needs children: the group plan stays primary, Medicaid wraps secondary.

Medicaid / CHIP

Children who qualify by household income move to no-cost public coverage.

Marketplace (family)

Dependents shift to a subsidized exchange plan via the family-glitch fix.

Spousal coverage

A spouse with their own employer offer moves to that plan.

TRICARE / VA

Military-connected families use the benefits they've already earned.

Medicare

Age-in tracking, Part D creditable-coverage and HSA/Part A coordination for employees near or over 65, with employer savings only where Medicare is the primary payer. No active employee is ever steered off the plan.

…and more

Pregnancy programs, tribal (IHS), and state programs for special circumstances, all screened the same way.

The return

Guaranteed to
pay for itself
in Year 1.

A well-run screen typically returns 300 to 500 percent of its cost in capture-adjusted plan savings. The program is a small, fixed per-employee cost; the savings it uncovers are many times larger. Every engagement carries a first-year guarantee that realized savings will at least equal the program cost.

Return on investment

300–500%typical return on program cost, in capture-adjusted plan savings

Program cost

Plan savings

$3–$5

Every $1 of program cost returns $3 to $5 in plan savings.

Illustrative, based on modeled, capture-adjusted plan savings compared with program cost. Actual results depend on wage profile, dependent mix, state and group size. Self-funded plans see savings now; fully insured plans see them at renewal. Request a quote for your specific number →

For employers

Real savings, zero lift, and your people come out ahead.

You offer this as a benefit, not a cost-cut. Families genuinely save money and often get more specialized coverage, and you carry less risk on the plan.

Hard-dollar savings. Self-funded plans see avoided claims now; fully insured plans see a better renewal.
No work for HR. We handle screening, outreach, and enrollment end to end.
Compliant by design. Every conversation is voluntary, uncoached, and documented.
Good for employees. Lower out-of-pocket and better-fit coverage. You're the hero, not the penny-pincher.

Differentiate your book. Bring clients a savings lever most brokers can't.
Deepen retention. A documented, renewal-ready savings story makes you stickier at renewal.
Near-zero lift. We run the program; you stay focused on advising.
You stay the trusted advisor. BennieGuide works alongside you; the relationship stays yours.

For broker partners

A value-add your clients will thank you for.

Hand your employer clients a real, defensible saving without adding to your workload, and look great doing it. We do the work; you keep the relationship.

Partner with us →

Pricing

Straightforward, and tailored to your group.

Pricing is tailored to group size, census complexity, and the scope of advocacy services. There are no success fees and no percentage-of-savings, just a simple per-employee rate we'll quote for your group.

Request a quote

A clear, fixed proposal for your specific group, usually within a couple of business days.

Request a quote →

No success fees. No percentage-of-savings. No surprises.
We do the screening, outreach, and enrollment; your team doesn't.
Works for self-funded, level-funded, and fully insured clients.

Get started

Request your savings estimate.

Tell us about the group and we'll turn the illustrative model into your specific number, before you commit to anything.

Ready to send a census? Email it to Proposals@BennieGuide.com and we'll return a specific estimate. We treat all data under HIPAA.