Most small businesses are already paying for not offering benefits — in turnover. Four quick questions show your number, then what Kasper DPCplus would cost your company at three levels, including $0.
Run my numbers →Pick the closest match. It sets starting benchmarks you can adjust later.
Full- and part-time. A close estimate is fine.
No wrong answer — this just shapes what we show you.
Quits, people hired away, and people you've had to let go. We've pre-filled a typical number for your industry and size.
Estimated yearly cost of replacing the people you lose.
Slide to match your business — everything below updates live.
Same plan for every employee. You choose how much the company pays — pick the one that fits.
Company cost assumes every employee enrolls at the employee-only rate of $90/mo. Employees can add a spouse or children ($145 / $195 / $245 per month by tier); the difference is theirs unless you choose to cover it. One published price for every group — no underwriting, no renewal surprises.
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Replacement cost is estimated at 20% of annual pay per departure, a conservative figure from the Center for American Progress review of turnover-cost studies (about 16–20% of salary for jobs paying under $75,000). SHRM puts total replacement cost far higher for many roles, so treat this as a floor.
Starting pay and turnover benchmarks by industry are rounded approximations informed by BLS wage data and the BLS Job Openings and Labor Turnover Survey (JOLTS). Every business is different — use the sliders to enter your own figures.
Kasper DPCplus pricing is the published rate for every group: $90 employee-only, $145 employee + spouse, $195 employee + child(ren), $245 employee + family, per member per month. The "keeps X employees" figure is simply your yearly company cost divided by the replacement cost of one departure. This audit is an estimate, not a guarantee of savings or retention.