ALEX Case Studies
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98% of surveyed employees found ALEX’s medical insurance module to be helpful.
ALEX reduced Adobe’s ACA tax liability by $4.7 million (in real American dollars)
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ALEX helps AEO get the same benefits message to all of their employees across the country.
99% of surveyed AEO visitors found the medical insurance module to be “Extremely,” “Very,” or “Somewhat” helpful, and open-ended comments from employees included rave reviews.
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Anonymous CPG Company
71% of employees enrolled in the higher deductible HSA in Year 1.
80% of employees enrolled in the higher deductible HSA in Year 2.
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77% of employees surveyed say they better understand their benefits
There was new migration activity into an existing HDHP
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Baylor College of Medicine eliminated the need for time-consuming live orientation meetings, allowing for more flexible hiring practices
New hires can now complete their benefits orientation at their convenience—and many do so before their start date
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98% of surveyed employees found ALEX’s medical insurance module to be helpful.
30% increase in FSA participation
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Construction Services Firm
68% of employees enrolled in the new HDHP with HSA (versus projected 35%).
100% of surveyed employees say they now have a better understanding of their medical benefits.
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Entertainment And Technology Company
Company-wide increases in HDHP enrollment.
83% of surveyed employees say they understand their benefits better.
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85% of surveyed employees say they have a better understanding of their benefits
HDHP enrollments more than doubled from the previous year.
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Ferguson could consistently communicate the benefits of their new CHDP plan to 23,000 employees across 1,400 locations
Ferguson employees could see if the new plan would save them money—which it did (77% of the time across over 17,000 visits)
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78.4 % of employees enrolled in the HSA plan (3.8% went with the copay plan, 18% waived coverage)
Only 12 employees (out of 329) decided to enroll in the traditional co-pay plan.
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Hendrick Health Systems saw a huge increase in Financial Wellness participation—up to 500 employee visits per quarter (1,500%+ improvement over in-person sessions)
81% of surveyed ALEX participants said they were ready to make a positive financial change
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50% enrollment in the HDHP with HSA in its very first year
Exceeded first-year enrollment goals by 150%
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Employees’ benefits-related questions dropped by over 50%
Benefits team gained back 120-140 hours a year spent planning and organizing fortnightly new hire orientation meetings.
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90% of Medtronic employees used ALEX and received a personalized benefits recommendation
97% of surveyed employees found ALEX’s medical module to be helpful
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Midwest State Government
Employee engagement with ALEX remained high even during the two relatively uneventful years after a big plan change was implemented
HDHP enrollment increased from 9% to 48% in 2016; from 48% to 62% in 2017; and from 62% to 65% in 2018
HSA contributions increased 183% between 2016 and 2018
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Enrollment rates for the HSA were twice what the benefits team had projected
97% of surveyed employees found ALEX’s medical insurance module to be helpful
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96% of surveyed users found the explanation of the medical plans helpful
95% of surveyed users found the tax savings explanation of HSAs to be helpful
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100% of surveyed employees found ALEX’s medical plan explanations to be helpful
96% of surveyed employees found ALEX’s whole medical insurance module to be helpful
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The benefits team saw 200 fewer phone calls during open enrollment
86% of surveyed employees said they understood their benefits better
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99% of surveyed employees found ALEX’s medical insurance module to be helpful
98% of surveyed employees found ALEX’s tax savings module to be helpful
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The Stantec leave team spent 50% less time on labor-intensive administrative tasks
The team cut their Leave Guide by more than 40%
76% of employees who used ALEX on LOA said it was either “extremely helpful” or “very helpful.”
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The volume and length of benefits-related phone calls the PWCS benefits team received dramatically decreased
The team’s summer hiring and benefits orientation period was far less time-consuming and exhausting
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26% of eligible employees migrated to the CDHP with HSA
Employees put an average of $1,920 into their HSAs
Thales provided clear, consistent benefits communication across their entire company
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50% increase in HSA enrollments
82% of surveyed employees say they understand their benefits better
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