Year-round benefits communication isn't a cost line — it's a multiplier on the benefits you already offer. One redirected ER visit, one early diagnosis, one engaged employee — each one shows up in lower claims. Here's the proof, with the data behind every number.
of total compensation goes to benefits — yet most employees don't use what they already have.
wasted every year on avoidable ER visits for conditions that belong in urgent care.
higher treatment costs when cancers & chronic conditions are caught late instead of early.
Every one of those dollars is a number you can move — not with more benefits, but with better communication.
Sources: U.S. BLS (ECEC) 2025; Health Affairs (avoidable ER); LinQed clinical ROI analysis drawing on KFF & Nomi Health.
The field is shifting — and most teams can't prove the difference.
of teams still track only opens and clicks.
connect their communications to real business outcomes.
Touchpoints gives you the proof the other 88% can't show.
Source: ContactMonkey & Gallagher, 2026 State of Internal Communications.
Each of these is a real, sourced result — and just a few of the many outcomes better communication moves. Tap any number to see the data behind it.
A single emergency-room visit costs roughly ten times the same care delivered at urgent care.
30–50% of ER visits could be safely handled at urgent care. Redirect them and you save $1,000–$2,500 every time.
Source: Health Affairs avoidable-ER utilization analysis.
Early detection is the single biggest lever in a health plan. Breast cancer treatment cost by stage:
Communication that drives screening can move a diagnosis up a stage — saving roughly $262K per case.
Source: KFF 4-year median treatment cost by stage.
Keeping a diabetic employee engaged in their care costs a fraction of treating complications.
Sustained engagement saves about $48K per case — and one chronic-condition population can hold dozens of them.
Source: Nomi Health employer claims analysis.
The benchmark wellness-program ROI from Johnson & Johnson's decade-long study — proven at scale.
Johnson & Johnson's decade-long employee engagement program returned $3.27 in medical cost savings for every $1 invested in wellness — about $250M saved over the period.
Source: Harvard Business Review / Johnson & Johnson.
What coordinated, year-round communication did to participation at a Tennessee school district.
More than 3X participation — driven by communication, not by changing a single benefit.
Source: Touchpoints client program, TN school district.
These are just a few of the outcomes better communication moves — each one driven by employees finally understanding and using the benefits they already have.
After payroll, benefits are the biggest investment you make in your people — 30%+ of total compensation. Year-round communication is what turns that investment into better choices, lower claims, and healthier employees.
Source: U.S. BLS (ECEC) 2025 — benefits ≈ 30% of total compensation.
Take this ROI to your CFO and turn benefits communication from a cost into proof of HR's impact.
Carry this story into every renewal — the measurable value that makes your firm harder to fire.
What finance and HR leaders ask when they need the numbers to survive scrutiny.
We instrument a specific behavior — a preventive screening, a wellness enrollment, choosing the right care setting — then track what changed after the communication and attach the cost difference to it. The result is a per-behavior figure you can defend, not a general engagement score.
Engagement metrics arrive with the first campaigns. Utilization and cost effects follow the behavior you are targeting, so a preventive care push reads faster than a full-year claims picture.
Usually, because averages hide the gaps. The programs that go unused tend to be the ones employees never understood they had, and those are exactly the ones with the highest avoidable-cost leverage.
Engagement by audience, the behaviors that moved, and the dollars and risk attached to them — framed so HR can present a return rather than an activity summary.
It is spend against the spend you already committed to. Benefits are often a third of total compensation; communication is the lever that decides how much of that gets used.
Every group is different. Schedule a demo and we'll build your specific ROI model — or start with the 3-minute scorecard to see where you stand.