FOR HR & BENEFITS MANAGERS
Acquire. Retain. Reduce Absenteeism.
Open enrollment is hard enough without adding a system nobody on your team has time to manage. You don’t need one more thing to configure — you need an employee retention benefit that also moves the numbers you’re already accountable for: employee absenteeism and plan spend.
$3,918
Estimated cost of poor health per employee, per year
1 in 5
Patients who find a mistake reviewing their own clinical notes
Sources: Integrated Benefits Institute, Full Cost Estimator (2019 data, most recent published); AMA Journal of Ethics (2025).
The Cost of Poor Health You're Already Managing
Managing cost is HR’s top priority heading into next year — and it’s not the only pressure on your desk. Resources are already stretched thin, and proving ROI to leadership before adding anything new is one of the hardest parts of the job. Any new benefit has to clear a high bar: solve a real problem, run itself, and show up in numbers leadership already watches.
Here’s where some of that cost is already hiding. The average employee’s medical history is scattered across 130+ disconnected files that were never built to talk to each other. When a provider can’t see the full picture, it shows up as duplicate testing, slower diagnoses, and more missed or reduced-productivity workdays — waste that’s already sitting inside the health plan spend you’re managing today, not a new expense.
What it Costs. Who Qualifies.
As an employee retention benefit, it’s tied to the levers you already report on, not a new category to justify. It’s funded as part of your benefits package, so it doesn’t need its own budget line. The program itself costs a small fraction of the $3,918-per-employee cost of poor health you’re already managing — under 10%. Participation, and the value you get back, both scale with how much you put behind it.
Sources: Integrated Benefits Institute, Full Cost Estimator (2019 data, most recent published); JAMA Network Open (2020).
A genuine employee retention benefit.
Directly linked to employee absenteeism, presenteeism, retention and avoidable health-plan spend — the same levers your CFO already watches.
Minimal admin.
The setup is payroll deduction — and HSA routing, if you use one. Beyond that, employees manage their own accounts, with nothing ongoing for your team.
Not insurance
No claims, no underwriting, no impact on your premiums.
Compliant
HIPAA, GDPR, and CCPA-aligned by design, so your data-security review stays simple.
Broad eligibility
Full-time, part-time, contractors, volunteers, and family members can all participate.
Same cost, any footprint.
If your workforce spans multiple countries, the program costs and works exactly the same — no per-country pricing to model.
No PHI on your systems.
Employees connect and manage their own profile directly — your organization doesn't receive any reporting tied to individual accounts.
Proof, Not Promises
This isn’t hypothetical. A missed cardiology referral isn’t just a data gap — it’s a delayed diagnosis, and the missed or reduced-productivity days that come with sorting it out after the fact. A prescription still marked active months after it should have lapsed can mean an unnecessary follow-up visit, taken during business hours — and an employee still paying for refills they don’t need. A missing blood type turns a routine emergency into a slower one. This is the kind of gap MyLifeID catches automatically, across more than 7,600 health systems, in multiple languages.
Source: CDC Foundation, “Worker Illness and Injury Costs U.S. Employers $225.8 Billion Annually“
Common Questions
No — in fact, insurance portals, wellness apps, and individual provider systems don’t talk to each other, which is part of the problem. They track different pieces of the picture. Where they do cover the same ground, they often show it differently. That adds confusion, not clarity, and it’s part of what drives the cost you’re already managing. MyLifeID consolidates all of it into one profile and flags where the pieces disagree, so your employees and their doctor know exactly what to fix for smoother care.
Faster, more complete information helps doctors diagnose and treat patients sooner. That’s the direct link between fragmented records and missed work. It’s not just an HR read on the problem, either. 91% of physicians say better-connected health systems would improve patient outcomes. Absenteeism and presenteeism together cost employers billions of dollars a year, and incomplete records are a known driver. Treat these figures as an industry benchmark, not a guaranteed savings estimate — we’ll size it against your own headcount on the call.
Minimal. The main lift is setting up payroll deduction — and HSA routing, if you use one. Beyond that, employees connect and manage their own accounts directly, and no PHI ever touches your systems.
That’s exactly why we recommend funding it, at least in part, as a benefit. When it’s something you’re actively offering — not just making available — participation and the return you see both go up. If your budget picture looks different, let’s talk — we have several ways organizations structure this program, and a quick call is the fastest way to find the one that fits yours.
No. Your organization doesn’t receive any reporting tied to employee accounts — individual or aggregate. There’s nothing for your team to see, store, or secure.
Bring four numbers to a 15-minute call — your headcount, turnover rate, cost per hire, and plan spend per employee — and we’ll build your ROI estimate with you in real time. It’s built around absenteeism, presenteeism, and retention costs you’re already carrying, not a hypothetical new expense.
Prefer to talk now? Call 702-832-0112 ext. 101
