Answer a few questions about your company. Get a personalized roadmap with verified savings estimates and employee impact ratings — completely free, no email required.
Benefits savings rarely come from one big cut. They come from finding several pockets of waste and addressing them as a plan. This builder walks through your company profile and current spend, then surfaces where dollars are leaking and what to do about each one.
The most common sources of waste are predictable, and the builder helps you rank them by size and difficulty so you tackle the high-value, low-friction items first.
For a 20 to 250 employee company, a disciplined pass across plan design, funding, and tax strategy commonly frees up a meaningful share of total benefits spend without cutting the parts employees value. To act on what you find, test funding changes in the Health Plan Cost Projector and confirm the upgrade still earns its return in the Benefits ROI Calculator.
Where benefits waste most often hides:
One of the biggest levers below, the Section 125 plan, is governed by the IRS rules on cafeteria plans.
Usually in three places: plan designs richer than the workforce needs, unused tax strategies such as Section 125 and HSA participation, and funding that no longer matches the group's risk profile. None of these are obvious on the renewal letter.
It varies with how much waste exists today, but employers who have not reviewed design, funding, and tax strategy together often find savings in the high single digits to low double digits as a share of total spend.
Not usually. Most early savings come from efficiency, right-sizing design, capturing tax advantages, and matching funding to risk, rather than reducing what employees receive.
Reviewed by Sam Newland, CFP, Founder of Benefitra. Last updated June 2026.