What staying with an underperforming benefits vendor Is really costing you

Switching benefits vendors is often perceived as disruptive, but staying with an underperforming solution can carry greater long-term costs. Modern benefits platforms are designed to support seamless implementation and continuity of care, allowing employers to improve outcomes without negatively impacting employee experience.

What you need to know:

• Many employers delay switching vendors due to perceived complexity and risk
• Rising healthcare costs and low engagement mean the cost of inaction continues to grow
• Poorly performing benefits can lead to underutilization, dissatisfaction, and higher long-term spend
• Modern platforms offer streamlined implementation and transition-of-care support
• Employers who regularly evaluate and update benefits see better outcomes and stronger ROI

Many benefits leaders recognize when a program is no longer meeting the needs of their workforce. But, even when improvement is needed, switching vendors can feel like a significant undertaking.

Implementation timelines, employee communication, and continuity of care are common concerns. These challenges are real, but they are often more manageable than they may initially seem.

Why employers hesitate to make changes

Healthcare benefits programs involve multiple stakeholders, complex logistics, and significant employee impact. Changing benefits vendors is often a daunting prospect due to the perceived administrative burden, fear of disrupting member experiences, and the risks associated with migrating to unknown solutions and systems.

As a result, benefits leaders often prefer stability, even when outcomes could be improved.

The cost of waiting

Maintaining the status quo can come with hidden costs. Research reveals that a total health benefit cost increase of 6.7% is expected in 2026, pushing the average cost to $18,500 per employee. 70% of employers say the cost of fertility care has increased for their organization over the past three years, and 93% say they are concerned about rising costs. Maternity costs have risen 50% in the past decade, and the average NICU stay is $77,000.

If a program does not deliver meaningful engagement or clinical outcomes, employees may struggle to access the support they need, and benefits can end up being funded but unused. A UK study found that only 53% of workers fully understand their workplace benefits, with well-being and lifestyle benefits among the most overlooked, and nearly a quarter of employees are dissatisfied with the benefits they receive in their current role.

Maven's data further highlights the human, health, and financial implications of sticking with employee benefits that don't meet the needs of the workforce:

• 27% of women report delaying or skipping routine women's healthcare in the past 12 months
• 69% of employees have taken or considered taking a new job because of better reproductive and family health benefits
• 72% of employees have had to wait longer than they wanted to get a medical appointment for fertility care
• 20% of people with menopause in the U.S have quit or considered leaving their job due to symptoms
• Menopause related productivity losses now top $150 billion annually worldwide
• 24% of parents in the workforce have taken extended leave or career breaks

Even when companies add to their existing offering, employees feel less supported if these additional benefits don't align with what employees need. Our data shows that while employers reported a 39% average increase in the women's and family health benefits that they offer, employee sentiment about these benefits supporting them "very well" decreased by an average of 10% across all benefits categories surveyed.

Taken together, these trends highlight that the real risk is not switching vendors, but staying with a solution that no longer meets the needs of the workforce.

Over time, these gaps can contribute to higher healthcare spending and lower employee satisfaction. More than 80% of our Fertility members are from clients who have transitioned from another fertility benefit vendor due to surprise costs and poor experiences.

What modern implementations look like

Today's benefits platforms are designed with implementation efficiency in mind. Dedicated onboarding teams guide employers through setup, communication strategies, and member education.

With Maven, it's not just a payment card; rather, implementation can be carried out in as little as four weeks or aligned to your organization's preferred timeline. Our full service includes:

• Care team staffing
• Clinical protocol setup
• Integration with existing benefits
• Member transition support

Many programs also offer transition-of-care support to ensure that employees currently receiving treatment can continue their care without disruption. This approach allows employers to improve benefits while maintaining continuity for employees.

For members who are mid-journey, Maven ensures:

• Dedicated support for active members
• A clinical handoff from their previous provider
• No interruption in treatment
• A Personal Care Advocate assigned immediately

From start to finish, Maven also weaves high-touch member support into the process with:

• A pre-launch communication strategy
• A multi-channel enrollment campaign
• Live Q&A sessions
• Personal onboarding for active cases
• Ongoing check-ins during transition

Our approach understands that while speed matters, clinical integrity and continuity of care are equally critical. That's why switching to Maven is seamless – not disruptive – while still delivering measurable outcomes and a strong member experience.

The upsides of migration

Organizations that regularly evaluate and update their benefits strategies are better positioned to deliver meaningful support to their workforce and achieve stronger business outcomes.

For employers, Maven turns benefits investments into real impact. On average, organizations see:

• 2x clinical savings
• 4x combined clinical and business savings
• Up to $5k saved per member
• Up to $9,600 saved per birth

But it's not just reduced costs that make the difference; our holistic, whole journey approach to women's and family health has a tangible effect on the health and lives of employees:

• 30% of Fertility & Family Building members achieve pregnancy without IUI or IVF
• Members see up to a 27% reduction in NICU stays
• When Maven Fertility and Maternity programs are combined, C-section rates drop by 15%
• 21% of members report improvements in their emotional well-being during pregnancy and postpartum
• 94% of members say that Maven helped them return or plan their return to work
• 47% of members with severe menopause symptoms are more likely to stay with their current employer due to the support received from Maven

Download the buyer's guide

Switching benefits vendors doesn't have to be complicated, and when you make the move to Maven, we are with you every step of the way.

Our Buyer's Guide outlines how employers can evaluate vendors, assess implementation processes, and ensure continuity of care for employees.

Download the guide to learn how to transition to a women's and family health benefits partner with confidence.