# The Health Plan Teardown, Two Offers Priced to One Switch-Year Dollar Gap

*Price both offers' medical plans at three usage levels plus the switch year, then state one after-health-cost dollar gap without double-counting employer premium.*

- Canonical URL: https://www.refolk.ai/candidates/guides/health-plan-offer-teardown
- Pillar: Offers and negotiation
- Format: Teardown
- Published: 2026-11-08
- Last reviewed: 2026-11-08
- Reading time: 21 min
- Keywords: compare health insurance between two job offers, HDHP vs PPO new job offer which is cheaper, how to value health benefits in a job offer, does my deductible reset when I change jobs, health insurance waiting period new job COBRA bridge, is lower salary worth better health insurance

## Key takeaways

- At survey-average family premiums, COBRA costs about $2,406 a month against $623 for an active worker, roughly 3.9x, because the 102% cap applies to the total premium including the employer's share.
- When two offers carry the same plan design, the full-year health-cost gap is just the difference in worker premium: $3,396 a year in this teardown, from a 37% versus 25% premium share on a $28,303 family plan.
- A three-month waiting-period bridge priced at COBRA turned that $3,396 gap into $7,147 in the switch year, so a comparison without a bridge line understates the gap by more than half.
- Count only the payroll deduction as your premium cost; the employer's share belongs in the worksheet once, as the COBRA bridge price, and never as extra compensation.
- A non-calendar plan year can reset the deductible twice in one calendar year, which in this teardown cut the worst-case gap from $7,147 to $3,647.
- Using the HSA last-month rule to fund the full $9,000 family limit locks you into roughly 13 months of HDHP eligibility, and failing that test adds the excess to income plus a 10% penalty.

This is the worksheet for a candidate with two offers whose medical plans differ and who needs one number: how many dollars apart the offers are once health costs come out. It follows one family household through both offers, from requesting the plan documents to a finished grid priced at three usage levels plus the switch year. It also shows the wrong turns that moved the answer by thousands. Keep your own two plan documents open and fill in your numbers as you go.

## What does a health-cost comparison between two offers have to include?

Each offer needs four lines:

- The annual worker premium.
- Out-of-pocket cost at three usage levels: low, expected, and worst case.
- The one-time costs of the year you switch.
- The employer's HSA deposit, subtracted once.

The usual formula, premium plus expected out-of-pocket minus the HSA deposit, gets your second year right and the year you actually move wrong.

Some terms, once each:

- **SBC (Summary of Benefits and Coverage):** the standard plan summary every group plan must produce.
- **HDHP (high-deductible health plan):** a plan that meets IRS deductible and out-of-pocket rules, which makes you eligible for an **HSA** (health savings account).
- **Out-of-pocket maximum (OOP max):** the most you pay in a plan year before the plan pays 100% of covered in-network care.
- **Accumulator:** the plan's running total of what you have paid toward the deductible and OOP max.
- **COBRA:** the federal right to stay on your old employer's plan, at your own expense, after you leave.

The switch year carries costs that never show up in a steady-state comparison:

- **The reset.** Deductible progress at your old plan does not follow you. I found no primary source that says this outright, but it follows from each plan keeping its own accumulators. Assume you start at zero unless the new plan tells you otherwise in writing.
- **The bridge.** These are the months between old coverage ending and new coverage starting, priced at COBRA or a marketplace plan.
- **The prorated HSA limit.** You can only contribute for the months you are covered by an HDHP on the first day of the month.
- **The plan-year mismatch.** Deductibles reset on the plan year. HSA limits run on the calendar year. The two often do not line up.

#### What one offer's health cost is made of

1. **Switch-year costs** - Bridge months, deductible reset, second reset from a non-calendar plan year, lost FSA balance
2. **Out-of-pocket by scenario** - Zero, expected use, and the OOP max
3. **Worker premium** - Payroll deduction times pay periods, never the total premium
4. **Employer HSA seed** - One negative line, never folded into the deductible

*The switch year sits on top of the steady-state cost, and the employer HSA seed comes off the bottom exactly once.*

## The household in this teardown and where its numbers come from

The household is a family on family-tier coverage, choosing between a large employer (Offer A) and a small one (Offer B). I built it from published survey averages and IRS limits so that every figure can be checked. When you work through your own case, your SBCs replace every number below.

The starting position:

- The last day at the old job is March 31.
- The old plan is a family PPO on a calendar plan year. The household has met part of its deductible.
- The household elected a health FSA (flexible spending account) at the old job.
- Both offers list a family HDHP with the same plan design: the IRS minimum family deductible of $3,500 and the IRS maximum family out-of-pocket limit of $17,400.

| Line | Offer A (large firm) | Offer B (small firm) |
|---|---|---|
| Worker share of premium | 25%, $7,076/yr | 37%, $10,472/yr |
| Deductible / OOP max | $3,500 / $17,400 | $3,500 / $17,400 |
| Coverage start | April 1, day one | July 1 |
| Plan year | July 1 to June 30 | Calendar year |
| Employer HSA seed | Per benefits guide | None |

Where the numbers come from:

- **Premium shares.** In KFF's Employer Health Benefits Survey, the average family premium is $28,303. Workers at smaller firms pay 37% of the family premium on average, against 25% at larger firms. Applying those shares to the average premium gives $10,472 and $7,076.
- **Coverage start.** Offer B's July 1 date is the latest a plan can lawfully set for an April 1 hire: the first day of the fourth full calendar month.
- **The seed.** Offer A's benefits guide lists an employer HSA seed. No public average fits a single employer, so I carry the seed as a named line rather than inventing a figure.

The plan labels match exactly, but the offers do not cost the same. That is the first lesson of the teardown. Firm size moves health cost even when the plan design is identical. Small-firm single deductibles also average $2,624, against $1,772 at large firms, so a startup offer often starts behind.

## How to compare health insurance between two job offers, step by step

Work through the steps in this order. Each step ends with something you can point to. I moved the network check ahead of pricing. Practitioners rarely document this step and its best position is disputed, but if your doctors are out of network, your expected-use line is fiction.

#### Two-offer health cost procedure

1. **Request both SBCs at the same coverage tier** - Email the recruiter or HR for the SBC for every plan option at your tier, such as employee plus family. Done when page 1 of every SBC shows the same tier label.
2. **Date each offer's coverage start and plan year** - Pull the waiting period, any orientation period, and the plan year dates from the offer letter or plan document. Done when each offer has a dated first day of coverage and a dated plan-year reset.
3. **Annualise the worker premium from payroll deductions** - Multiply the per-paycheck deduction by the number of pay periods. Use only the worker share, never the total premium.
4. **Check the network for current doctors and prescriptions** - Search each plan's provider directory and drug list for the care your household uses now. Mark each plan in, partly in, or out.
5. **Price low, expected, and worst-case years** - For each plan, add the worker premium to out-of-pocket cost at zero claims, at expected use, and at the OOP max. Done when you have a three-row grid per plan.
6. **Price the switch year** - Add the prorated premium, bridge months, any second deductible from a plan-year reset, and lost deductible progress for the months you would actually be covered. Done when each offer has a dated transition cost per scenario.
7. **Subtract the employer HSA seed once** - Enter the seed as its own negative line. Do not also use an HSA-adjusted deductible.
8. **State the gap per scenario and net it against salary** - Subtract one offer's total from the other for each scenario, for the switch year and a full year. Then compare that gap with the salary gap on the same take-home basis.

Plans must provide an SBC within seven business days of a request. That obligation extends to SBCs for other benefit packages the person is eligible for. One limit: I could not establish whether a candidate who has an offer but has not started counts as a participant entitled to request one. Ask anyway. If HR declines, the benefits guide with deductions by tier is enough to start.

**SBC request to the recruiter or HR**

```
Subject: Benefits documents for my offer

Hi [name],

Thank you again for the offer. Before I decide, could you send:

1. The Summary of Benefits and Coverage for each medical plan option, at the employee + family tier.
2. The per-paycheck employee deduction for each option at that tier, and the number of pay periods per year.
3. The plan year start and end dates.
4. The waiting period and any orientation period before coverage begins, and the first date I would be covered if I start on [start date].
5. Any employer HSA contribution, and whether it is paid as a lump sum or per paycheck.

Happy to take these in whatever format is easiest.

Thanks,
[your name]
```

*Name your tier exactly; it prevents the most common mismatch before it happens.*

## Full-year cost at three usage levels

In a steady-state year, Offer A beats Offer B by $3,396 at every usage level. With identical plan designs, the gap equals the difference in worker premium and nothing else. This grid is the right answer for year two. It is not yet the answer to which offer to take.

| Scenario | Offer A | Offer B | Gap (A ahead) |
|---|---|---|---|
| Low use, $0 out of pocket | $7,076 | $10,472 | $3,396 |
| Expected, $3,500 out of pocket | $10,576 | $13,972 | $3,396 |
| Worst case, $17,400 out of pocket | $24,476 | $27,872 | $3,396 |

How I set the three levels:

- **Low use** means no claims beyond what the plan covers at no cost.
- **Worst case** is the OOP max from the SBC.
- **Expected use** is the hard one. SBCs must include coverage examples for common scenarios, including pregnancy and a serious or chronic condition, and up to six examples may be required. Those scenarios are set by regulatory guidance, not by your claims history. This household had no prior-year totals to hand, so I set expected use at meeting the deductible once. You should use your own explanation-of-benefits totals from last year and treat the coverage examples as a sanity check.

If one of your offers is a PPO and the other an HDHP, the grid works the same way. The deductible and OOP max rows simply differ, and HDHP vs PPO stops being a matter of taste. The HDHP tends to win the low-use row once its seed comes off. The worst-case row is where a lower-premium plan can lose.

### Wrong turn 1: counting the employer's share as pay

My first pass added the employer's premium contribution to each offer's total compensation:

- Employer share at Offer A: $21,227, which is 75% of $28,303.
- Employer share at Offer B: $17,831, which is 63%.

That made A look $3,396 richer on compensation, and then $3,396 cheaper again on cost. The apparent gap came out at $6,792. The second $3,396 is the same money counted twice.

> **Rule:** Worker share only
>
> The worksheet uses only your payroll deduction as premium cost. The employer's share enters exactly once, as part of the COBRA price if you need a bridge.

### Wrong turn 2: mismatched tiers

Offer B's recruiter first sent the employee-only SBC. Compared against A's family SBC, B looked cheaper on every row, and a result that one-sided should have been the tell. The tier label sits on page 1 of every SBC. Check it on both documents before you type any number.

## Does the deductible reset when you change jobs, and what does the switch year cost?

Plan for a reset. A new employer's plan starts your deductible and OOP max at zero, so every dollar you have paid toward the old plan's deductible this year stops counting. In this household's switch year, Offer A's advantage widened from $3,396 to $7,147 at low and expected use. That is the cost of Offer B's three-month bridge, partly offset by its shorter premium window.

#### The switch year, dated

1. **March 31, last day** - Old coverage and the old health FSA usually end; old deductible progress stops counting toward any new plan
2. **April to June, bridge** - Offer B only; COBRA on the old plan, where existing deductible progress still counts
3. **Coverage start** - April 1 at A, July 1 at B; new deductible and OOP max start at zero
4. **July 1, plan-year reset** - Offer A's non-calendar plan year resets its deductible a second time
5. **December 1** - The HSA last-month rule test begins for anyone on an HDHP that day

*Every offer comparison should place its costs on this timeline, because the bridge and the resets only exist in the year you move.*

### Why the bridge is the biggest line

Group plans cannot impose a waiting period longer than 90 days. A plan may add a bona fide orientation period of up to one month, counted as one calendar month minus one day, with the 90-day clock starting after it ends. Together these let an employer push coverage to the first day of the fourth full calendar month. Waiting periods are normal, not an edge case:

| Year | Workers with a wait | Average wait (months) | Waiting over 3 months |
|---|---|---|---|
| 2015 | 74% | 2.0 | n/a |
| 2018 | 71% | 1.9 | 4% |
| 2020 | 68% | 1.9 | 5% |
| 2023 | 65% | 2.0 | 7% |
| 2025 | 68% | 1.8 | 5% |

Source: KFF Employer Health Benefits Survey, each year's edition.

The main way to fill the gap is COBRA. Its premium can be up to 102% of the total plan cost: the employee and employer shares plus two percent. That cap applies to the employer's share too, and the employer's share is the large one.

| Family tier, survey averages | Amount |
|---|---|
| Total premium per year | $28,303 |
| Worker share per year | $7,471 |
| Active worker cost per month | $623 |
| COBRA per month at 102% | $2,406 |
| COBRA as a multiple of active cost | 3.9x |

Source: KFF Employer Health Benefits Survey premiums. The 102% cap comes from the Department of Labor. The monthly figures and the multiple are derived.

**3.9x - COBRA family cost versus what an active worker pays**

At survey-average family premiums, a bridge month on COBRA costs about $2,406 against $623 while employed, because the 102% cap applies to the total premium.

Offer B's bridge is April, May, and June: three months at $2,406, or $7,218. The marketplace is the alternative. The Department of Labor's employer guide says marketplace coverage must be selected within 60 days before or after losing coverage. I did not retrieve the full special-enrollment text, so check it on healthcare.gov and get a real quote for your household before choosing.

There is one consolation in COBRA. The household stays on its old plan, so deductible progress keeps counting through June. Under Offer A, that progress is lost on April 1.

### The COBRA retroactivity fork

You have 60 days to elect COBRA, counted from when coverage ends or when the notice is provided, whichever is later. You then have 45 days to make the first payment. The plan administrator has 14 days to send the election notice after learning of the event. Because the first payment can cover coverage back to the day job-based coverage ended, a healthy household is tempted to elect only if someone gets sick. The Department of Labor's worker guide hedges here: coverage may start on the election date or be retroactive, depending on the plan's rules.

> **Watch out:** Read the election notice before you treat COBRA as free
>
> If the notice says coverage starts on the election date, the wait-and-see strategy leaves you uninsured for any claim before you elect. Price the bridge at full COBRA cost unless the notice confirms retroactive coverage in writing.

On the low-use row, the fork decides the answer:

- **Retroactivity confirmed and no claims:** Offer B's switch-year cost drops to $5,236, and B comes out $71 ahead.
- **Retroactivity not confirmed:** A stays $7,147 ahead.

### The switch-year grid

These figures cover April through December:

- **Offer A:** nine months of premium, $5,307.
- **Offer B:** six months of premium, $5,236, plus the $7,218 bridge, for $12,454.
- **Worst case at A:** the July 1 plan-year reset adds a second deductible after an OOP-max event in the first stub period.

| Scenario | Offer A | Offer B | Gap (A ahead) |
|---|---|---|---|
| Low use | $5,307 | $12,454 | $7,147 |
| Expected use | $8,807 | $15,954 | $7,147 |
| Worst case | $26,207 | $29,854 | $3,647 |

### Wrong turn 3: ignoring the non-calendar plan year

My first worst-case pass charged Offer A one OOP max: $22,707, and a $7,147 gap. Then I read the plan year in A's SBC header: July 1 to June 30. Care that hits the OOP max in May and continues into July meets a fresh $3,500 deductible on July 1. That correction cut A's worst-case lead to $3,647.

The true ceiling is worse. Two full OOP maxes in one calendar year, $34,800, are possible if the household has serious claims in both plan years.

## HSA seed, prorated contribution room, and the last-month rule

Subtract the employer's HSA seed once, as its own negative line. Treat extra contribution room as a tax opportunity, not cash. The trap in this section is the last-month rule. It lets you contribute for the full year, but it ties you to HDHP coverage for about 13 months, and that is a bad trade for a candidate who may still move.

### The seed

Offer A's seed comes off A's total in every scenario, once. Do not also borrow an HSA-adjusted deductible such as KFF's single deductible net of employer HSA contributions ($2,222). That figure already has seed money netted into it, so using both counts the seed twice.

### Prorated room

You must be covered by the HDHP on the first day of a month to contribute for that month, and the annual limit is prorated by the months you qualify. The family limit in the most recent IRS revenue procedure is $9,000 (self-only $4,500). These limits change every year, so check IRS Publication 969 and the current revenue procedure before you use them.

| Offer | HDHP months this year | Prorated family room |
|---|---|---|
| A | April to December, 9 | $6,750 |
| B | July to December, 6 | $4,500 |

### The last-month rule

Anyone eligible on December 1 is treated as eligible for the whole year, so both offers could fund the full $9,000. The price is a testing period running from December through the last day of the 12th month after it. If you leave HDHP coverage during that period, the extra contributions go back into gross income with a 10% penalty. For Offer B, the extra $4,500 would carry a $450 penalty on top of the income tax.

#### Should you use the last-month rule?

Horizontal axis runs from Low chance of leaving HDHP coverage within 13 months to High chance. Vertical axis runs from Little extra room at stake to Much extra room at stake.

| Quadrant | What it means |
| --- | --- |
| Settled, large gap | Use the rule and fund the full year |
| Still shopping, large gap | Contribute the prorated amount only |
| Settled, small gap | Either works; prorating is simpler |
| Still shopping, small gap | Prorate; the upside is not worth the lock |

*The rule buys contribution room with roughly 13 months of lost mobility, so the chance of another move decides it more than the tax saving does.*

### The old job's FSA

A health FSA gives you the full annual election from day one, and an employer cannot recover anything from an employee who leaves mid-year having spent more than they contributed. Most plans end FSA coverage on your last day, so carryover and grace periods never apply. Incur and submit eligible expenses before March 31. The value is the same under both offers, so it does not change the gap, but forfeiting it is real money left behind.

## How this comparison goes wrong

Eight failure modes account for nearly every bad health-cost comparison I have seen. Each one has a one-line check. Run them all before you trust any gap, because each can move the answer by thousands while the worksheet still looks tidy.

1. **Employer premium counted twice.** Adding the employer share (a family average of $20,833) as compensation and also netting it in the cost. *Check:* the worksheet uses only the payroll deduction.
2. **Tier mismatch.** Comparing an employee-only SBC with a family one. *Check:* the tier label on page 1 of both SBCs matches.
3. **HSA seed counted twice.** Subtracting the seed and also using an HSA-adjusted deductible like $2,222. *Check:* the seed appears once, as a separate line.
4. **Last-month rule trap.** The full $9,000 family contribution looks free. *Check:* estimate the probability of another job change within 13 months.
5. **Assumed retroactive COBRA.** Retroactivity depends on plan rules. *Check:* read the election notice wording before you price the bridge at zero.
6. **Non-calendar plan year.** A July-to-June deductible does not line up with the calendar-year HSA limit, and it can reset twice in your switch year. *Check:* read the plan year dates in the SBC header.
7. **Coverage examples taken literally.** SBC scenarios come from regulatory guidance, not from your household. *Check:* compare them with your prior-year explanation-of-benefits totals.
8. **FSA forfeiture.** Coverage usually ends on your last day. *Check:* incur and submit expenses before your exit date.

> The bridge month, not the deductible, is usually the largest single health cost of changing jobs.

### Who actually knows the COBRA terms

Failure mode 5 often survives a question to HR because HR may not know the answer. In the index behind [Refolk](/candidates), profiles listing the Health Savings Accounts skill outnumber profiles listing COBRA Administration by roughly 65 to 1.

**65.6x - US profiles listing HSA skills per profile listing COBRA Administration**

In Refolk's index of professional profiles, 26,155 US profiles list Health Savings Accounts and 399 list COBRA Administration.

| Refolk's index, US | Count | Ratio to COBRA skill |
|---|---|---|
| Skill: Health Savings Accounts | 26,155 | 65.6x |
| Title: Benefits Manager or Benefits Analyst | 8,492 | 21.3x |
| Skill: COBRA Administration | 399 | 1.0x |

In a 25-profile sample of the COBRA group, the people sit at third-party administrators, including USI Insurance Services, COBRA Allies, and Igoe Administrative Services. In the benefits sample, 14 were Benefits Managers and 6 were Benefits Analysts. The samples are small and only indicative. The inference I draw is that employers outsource COBRA, so the administrator named on your election notice is the party to ask about retroactivity, not the recruiter. Only one comparison pair was run, so treat the ratio as directional.

## Netting the gap against salary and keeping the worksheet current

State the result as a dollar gap per scenario, for the switch year and a full year. Then compare it with the salary gap on the same take-home basis. For this household:

- Offer A leads by $7,147 in the switch year at low and expected use, and by $3,647 at worst case.
- Offer A leads by $3,396 in every year after that.
- Offer A's HSA seed adds to its lead.

So Offer B must pay at least that much more in take-home pay, or it has lost on health cost before anyone negotiates. That answers whether a lower salary is worth better health insurance. It is, when the health gap is larger than the salary gap.

**Two-offer health cost worksheet**

```
OFFER: ____  TIER (from SBC page 1): ____
Coverage start date: ____   Plan year: ____ to ____
Network: in / partly / out

Annual worker premium (deduction x pay periods): $____
Switch-year premium (months covered x monthly): $____
Bridge: ____ months x $____ (COBRA at 102% or marketplace quote) = $____
COBRA retroactive per election notice? yes / no

                 Full year      Switch year
Low use          $____          $____
Expected use     $____          $____
Worst case       $____          $____  (add 2nd deductible if plan year resets)

Employer HSA seed (subtract once): -$____
Prorated HSA room: ____ months x limit / 12 = $____
Using last-month rule? yes / no  (chance of leaving within 13 months: ____)
Old-job FSA spent down by last day? yes / no
```

*One block per offer; fill dates first, then dollars, and keep the seed on its own line.*

To keep the worksheet current:

- Rebuild the IRS lines every autumn, when the next year's HSA, HDHP, and FSA limits are published.
- Swap the survey averages for your employers' real deductions as soon as HR sends them.

If the worksheet points you back to applying, Refolk tailors your resume to each posting and scores your fit, so the next round of offers starts from roles worth pricing.

#### Before you state the gap

- [ ] Both SBCs show the same coverage tier on page 1.
- [ ] Each offer has a dated coverage start and a dated plan-year reset.
- [ ] Premium lines use payroll deductions only, with no employer share anywhere except the COBRA price.
- [ ] Your doctors and prescriptions were checked in each plan's directory.
- [ ] Each plan has low, expected, and worst-case rows, with expected use checked against last year's claims.
- [ ] Bridge months are priced at full COBRA cost unless the election notice confirms retroactivity.
- [ ] A non-calendar plan year adds a second deductible to the worst case where it applies.
- [ ] The employer HSA seed appears exactly once per offer.
- [ ] The HSA contribution plan is prorated, or the last-month rule's 13-month lock is accepted on purpose.
- [ ] The old-job FSA balance is spent and submitted before your last day.

## Frequently asked questions

### Does my deductible reset when I change jobs?

Assume yes. Each plan keeps its own record of what you have paid toward the deductible and out-of-pocket maximum, so a new employer's plan normally starts you at zero. I could not find a primary source that states this outright, so ask the new plan in writing whether it credits deductible spending from a prior plan. The exception runs the other way: if you bridge on COBRA, you stay on your old plan, so the progress you already made keeps counting.

### How do I cover the gap if my new job's health insurance has a waiting period?

Price two bridges, COBRA and a marketplace plan, and pick the cheaper one that covers your doctors. COBRA can cost up to 102% of the total premium, which works out to about 3.9x the active-worker cost at average family rates. You get at least 60 days to elect it and then 45 days to pay. Marketplace coverage has to be chosen within 60 days before or after you lose coverage. Check the special enrollment rules on healthcare.gov.

### HDHP vs PPO on a new job offer: which is cheaper?

That depends on your usage, so price both at three levels rather than picking by label. Put the annual worker premium plus zero, expected, and maximum out-of-pocket cost into one grid per plan. Then subtract the employer HSA seed from the HDHP, once. The HDHP usually wins at low use and can lose at the worst case. In the switch year, the plan year and coverage start date can matter more than which plan type you chose.

### Is a lower salary worth better health insurance?

Only if the salary gap is smaller than the after-health-cost gap, measured on the same basis. In this teardown, the offer with better coverage terms came out $7,147 ahead in the switch year and $3,396 ahead in each full year after that. The other offer would need to pay at least that much more in take-home pay to break even. Run all three usage scenarios, because the answer can flip at the worst case.

### Can I get the Summary of Benefits and Coverage before I accept an offer?

Ask for it. Most employers will send it. The rule requiring an SBC within seven business days of a request covers participants and beneficiaries, and I could not confirm whether a candidate who has an offer but has not started counts as one. If HR declines, ask for the benefits guide with payroll deductions by tier, plus the plan year dates. Those are enough to start the worksheet.

### Should I count the employer's premium contribution as part of my compensation?

No, not if you are also pricing your own health costs. Counting the employer share as pay and also comparing net costs counts the same dollars twice. In this teardown, that mistake doubled the apparent gap from $3,396 to $6,792. Use only your payroll deduction as premium cost. The employer share comes back once, as part of the COBRA price if you need a bridge.

---

*From the Refolk guide library. I revise these guides rather than replacing them, so the current version is always at https://www.refolk.ai/candidates/guides/health-plan-offer-teardown*