More about choosing your benefits
Your benefits choices are easier to compare when they are in one place. Start with a screenshot of your enrollment page. If you are planning with a partner, add their choices too.
Open the employee benefits planner.
Start with what you already have
Upload screenshots that show the plans, your payroll costs, and who each price covers. A benefits summary with deductibles, out-of-pocket limits, and employer account contributions helps fill in the comparison. You can add several screenshots when everything does not fit on one page.
Choose whether you are planning for yourself, a married couple, or unmarried partners, then indicate whether children need coverage. There is no need to enter names, contact information, or a detailed medical history. Crop those details out of screenshots when possible.
The planner reads the screenshots through OpenAI and gives you editable plan details. Check the prices and whether they are monthly, twice a month, or every two weeks. A missing number stays unknown. You can also enter the choices yourself.
Compare the full year
The lowest payroll deduction does not always mean the lowest total cost. Your share of care can include deductibles, copays, and coinsurance. Comparing these costs alongside premiums gives a more useful picture of the year. (HealthCare.gov, "Your total costs for health care", 2026)
The planner compares available arrangements and gives a suggested starting choice. For a couple, that can mean separate plans through each employer or shared coverage through one employer. Add the actual prices for the available coverage tiers, including any working-spouse charge.
You can see how lighter or heavier use of covered care changes the estimate. These examples help compare plans; they do not predict your medical bills. The in-network ceiling also has limits: premiums, uncovered services, out-of-network care, and charges above a plan's allowed amount are outside the medical out-of-pocket cap. (HealthCare.gov, "Out-of-pocket maximum/limit", 2026)
Before enrolling, check your doctors and medicines against the actual network and drug list. A screenshot of enrollment prices cannot answer those questions. (HealthCare.gov, "3 things to know before you pick a health insurance plan", 2026)
Coordinate the benefits around your health plan
An HSA and a general-purpose medical FSA can conflict, including when a spouse's FSA can reimburse your expenses. Limited-purpose arrangements have different rules. Employer HSA contributions also count toward the applicable contribution limit. The planner flags the checks that matter before you choose contributions. (IRS, "Publication 969: Health Savings Accounts and Other Tax-Favored Health Plans", 2025)
A health FSA works best with a realistic estimate of eligible spending. Unused funds can be lost, although some employers allow a carryover or grace period. Ibid.
Dependent-care benefits deserve a separate look. The dependent-care tax credit depends on your circumstances, so a large FSA election is not automatically the best answer for every family. (IRS, "Child and Dependent Care Credit information", 2026)
You can include retirement matching, dental, vision, life, and disability options in the screenshots too. The planner turns those details into a short list of things to consider alongside the medical choice. For retirement benefits, check when employer contributions become yours to keep; vesting rules can affect their value if you leave the job. (IRS, "Retirement topics: Vesting", 2026)
The result is a starting plan you can review and adjust before making your elections with your employer.