The Business Case
Health insurance has made full-time jobs worth more for decades. FUL makes it affordable to do the same for hourly and part-time jobs: unlimited $0 physician visits for employees and their households, plus help with prescriptions, hospital bills and coverage.
$12.95 per employee per month, with volume pricing for larger workforces.
Health insurance has made full-time jobs worth more for decades. FUL makes it affordable to do the same for hourly and part-time jobs: healthcare employees and their households can actually use, for $12.95 per employee per month, with volume pricing for larger workforces.
Giving people another reason to choose you and to stay is one way that investment can come back.
Use your own numbers to see how few people it would take.
What is a more valuable job worth to your business?
Health insurance has made full-time jobs worth more for decades. FUL makes it affordable to do the same for hourly and part-time jobs: healthcare employees and their households can actually use, for $12.95 per employee per month, with volume pricing for larger workforces.
Giving people another reason to choose you and to stay is one way that investment can come back.
Use your own numbers to see how few people it would take.
Enter your workforce assumptions above, then select See My Business Case to calculate your results. These scenarios illustrate possible outcomes, not guaranteed results from FUL.
Start with the workforce inputs above, then select See My Business Case to view your results here.
Run calculatorCustom pricing override — this replaces the published FUL rate for your employee count.
Your Estimated Annual Workforce Rebuilding Cost
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Based on your workforce assumptions
Annual FUL Investment
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At $— / mo per employee
These scenarios show the estimated financial impact of lower turnover using your workforce assumptions. They illustrate what different levels of retention improvement could mean; they do not predict or guarantee results from FUL.
The numbers don't always capture everything you keep when experienced employees stay—the know-how that isn't in the training manual or reflected in a job title.
Based on your workforce assumptions:
would offset the estimated annual FUL investment.
Sources for this estimate
Research-based defaults are provided for planning purposes and remain editable. Employer-provided turnover rate, turnover cost and margin data take precedence over industry benchmarks.
Save your business case
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Your business case is saved. Request your employer quote in the next section.
Recruiting is part of the expense of replacing an employee. Training, selection, offboarding and lost productivity also contribute. This historical hotel research example illustrates how those costs were distributed in the sample.
Lost productivity accounted for the largest share in this sample. Your workforce costs may differ; use your own records when estimating turnover costs.
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