Take benefits support out of the HR inbox.
Silver Path Benefits gives your people one clear path for Medicare guidance, enrollment, and reimbursement support — run as a program your leadership can measure.
Fewer repeated questions
Timing, enrollment, and who-to-call stop cycling back through the HR inbox.
One view of readiness
Outreach, enrollment status, and pending reimbursements — in one place, not five.
A pilot leadership can defend
Measurable from the first population you launch with. No leap of faith required.
Lighter for HR. Clearer for leadership.
Out of the help-desk business.
Employees get one path for Medicare guidance, advisor help, enrollment follow-through, and reimbursement support — so the questions stop routing through you.
- Fewer repeated questions about timing, enrollment, and who to call.
- One view for outreach, readiness, and pending reimbursement work.
- A support model that doesn't turn HR into the help desk.
Less admin drag, more visibility.
No new support team to stand up. Clear sight of transition activity and reimbursement operations — and a cleaner story for benefits modernization.
- No separate internal Medicare support function to build.
- Visibility into transition activity and reimbursement operations.
- A defensible base for HRA, ICHRA, and QSEHRA expansion.
Show the product, not just the pitch.
Switch views to see how the same system serves employees, HR, and leadership.
One clear place to start.
- Turning-65 timing, education, and advisor support live in one path.
- Reimbursement questions stay attached to the same conversation.
- Guidance flows into enrollment without restarting.
Monitor, don't route.
- Readiness, outreach, and HRA activity in one view.
- Pending reimbursement work surfaced before it becomes email.
- Nothing bounces back to the HR inbox.
A program you can audit.
- Activity, readiness, and support demand as real metrics.
- Reimbursement operations visible, not anecdotal.
- A base for HRA, ICHRA, and QSEHRA expansion.
How this beats the usual employer handoff.
Most options either keep the work scattered across HR and vendors, or send employees into someone else's exchange story.
| Typical setup | Exchange-only handoff | Silver Path model | |
|---|---|---|---|
| Employee experience | Letters, PDFs, and carrier phone numbers. | A cleaner handoff — under someone else's brand. | One employer-backed experience, from guidance to reimbursement. |
| HR workload | HR answers the questions and chases the status. | HR sends people away, then loses sight of what happens. | HR monitors readiness without becoming the routing layer. |
| Leadership story | Hard to explain as a coherent program. | Looks like an outsourced transaction. | A measurable operating model, with room to expand. |
Slide the table sideways for the full comparison.
Start with one pilot leadership can actually defend.
Pick the population creating the most drag
Turning-65 employees, retirees, or the reimbursement lane generating the most manual work today.
Launch one clear support path
Education, advisor access, enrollment, and reimbursement context — one place employees trust.
Expand on proof
Readiness and support-demand data decide what the program takes on next: HRA, ICHRA, QSEHRA.
The questions leadership asks first.
The first conversation is thirty minutes. The case builds itself from there.
A benefits review maps your population, the launch lane, and what the first ninety days should prove — before anyone asks you to commit.
No employee data needed for the first conversation.
Employer intake
Share the basics so we can frame the right rollout, HR view, and support model for your team.
Pick the workforce footprint first. We only ask for a specific state when the rollout is mainly concentrated in one market.
Best fit for employers that want less manual HR routing and a clearer benefits story for leadership.