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Vitality Dynamic Contribution Manager — Status-Based Incentives
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The Financial Gains of Designing Incentives Around Validated Vitality Status

Win under all engagement scenarios: if engagement is low, employer premium contributions are reduced; if engagement is high, healthcare savings offset the extra premium contribution cost.

Plan Assumptions

Single
Family
Premium ($)
Employee share (%)
Population mix (%)
Workforce size

Contribution Incentives

Set the employee premium differential per status. Positive = Surcharge, Negative = Discount. Differential increases/decreases employee base dollar share.

Vitality Status
Differential (%)
Bronze
Silver
Gold
Platinum

Engagement Scenario

Select a level of engagement to simulate how the workforce shifts across Vitality Statuses.

Engagement Level
Note: Claims savings are calculated based on validated relativities: Bronze (100%), Silver (92%), Gold (88%), Platinum (84%).

Results (per employee)

Avg base premium PEPY
$14,700
mix-weighted
Δ employee share
+1.3 ppt
vs. base share
Net employer saving
$508
Prem Δ + claims Δ
Premium shift to employee
$184
from incentives
Claims-cost reduction
$324
due to Status shift
Total for workforce
$507,750
Annual

Net Savings

Projected Status Distribution

Higher engagement drives members from Bronze to higher statuses.
Bronze Silver Gold Platinum
Validation Stamp

Independently Validated Outcomes

Vitality Status is what underpins the claims savings. It has been independently validated by the Validation Institute as a credible risk segmentation tool. The risk-adjusted claim relativities used here (Bronze 100%, Silver 92%, Gold 88%, Platinum 84%) drive the calculated savings. Our impact study shows a 4% claims reduction on average at the book level—methodology validated by actuaries at Arbital Health.

Calculations are based on user-defined inputs and Vitality validated risk relativities.