Ask Joy to compare your health plan options and see what each one would cost you, drawn straight from your benefits documents. You get a clear, cited breakdown and a recommendation to weigh, then Joy hands off to the benefits team for advice on your specific situation.
For
Employees choosing a plan
New hires
HR & benefits teams
Total Rewards managers
Sample prompt to Joy's Assistant
Help me compare our [health plan options] — I'm [single with low expected medical use]. Which fits, and what will it cost me?
What it can look like
An illustrative example. Your output will reflect your own sources, data, and prompts.
Help me compare our health plan options — I'm single with low expected medical use. Which fits, and what will it cost me?
Here's how your three medical plans compare for an individual, pulled from the 2026 Benefits Guide and plan summaries in your Knowledge Center.
All three plans cover the same core medical benefits; what changes is how much you pay up front each month against how much you pay when you actually use care, per the 2026 Benefits Guide and the plan summaries (SBCs) in your Knowledge Center. Here is the employee-only comparison.
Plan
Monthly premium
Deductible
Notable feature
PPO
$220
$500
Low copays and a broad network
HDHP + HSA
$60
$2,000
Employer adds $750 a year to your HSA; triple tax-advantaged
HMO
$140
$1,000
In-network only, with a primary-care referral
For your situation, single and expecting to use little care, the HDHP + HSA usually lands as the lowest total annual cost. Its premium runs $720 a year against $2,640 for the PPO and $1,680 for the HMO, and the employer drops $750 into your HSA on top, so you begin the year roughly $30 ahead before you have paid for anything, per the premium and contribution schedule. The tradeoff is the higher deductible: if you do end up needing care, you cover the first $2,000 yourself rather than the PPO's $500. In a low-use year the premium savings more than close that gap, which is why it fits the profile you described. Here is the detail on each plan.
HDHP + HSA, $60 a month, $2,000 deductible. The lowest premium of the three, paired with a health savings account. The employer contributes $750 a year to that account, and the HSA/FSA guide describes it as triple tax-advantaged: money goes in pre-tax, grows tax-free, and comes out tax-free for qualified medical costs.
What you give up. You pay full negotiated rates until you hit the $2,000 deductible, so an unexpected year of care costs more out of pocket than it would on the PPO.
Why it fits you. With low expected use you rarely reach the deductible, and the low premium plus the $750 contribution make it the cheapest plan to simply carry.
PPO, $220 a month, $500 deductible. The most you pay monthly, in exchange for the most predictable costs when you use care. Low copays apply from day one and the network is the broadest of the three, so you can see most doctors without a referral.
Best for. Frequent visits, ongoing prescriptions, or wanting fixed copays instead of paying against a deductible.
HMO, $140 a month, $1,000 deductible. A middle premium with a lower deductible than the HDHP. The catch is access: you must stay in-network and route specialist care through a primary-care referral, per the plan summaries.
Best for. Someone content with a single primary-care doctor and an in-network-only network who wants a lower premium than the PPO.
Two caveats before you decide. This compares plan design and cost from your documents; it is not tax or medical advice, and the right call also depends on things I cannot see, such as a prescription you take or a procedure you are planning. For anything specific to your health or your taxes, the benefits team can walk through your situation with you.
Want me to estimate each plan's annual cost across a couple of usage scenarios, or explain how your HSA balance rolls over from year to year?
From a stack of plan PDFs to a clear comparison
Benefits Selection Coach lets an employee describe their situation and get a side-by-side comparison of your health plans, pulled from the benefits guide and plan summaries you connected. Joy lays out premiums, deductibles, and standout features, then names the plan that likely fits and states the tradeoff plainly.
Connect your benefits documents
Upload the benefits guide, plan summaries (SBCs), the premium and contribution schedule, and the HSA/FSA guide to the Knowledge Center so Joy answers from your actual plans.
Describe your situation
The employee says who they are covering and how much care they expect, for example single with low expected use, and which plans they want compared.
Review the cited comparison
Joy returns a side-by-side of premiums, deductibles, and features with a recommendation and the tradeoff stated, every figure cited back to the source document so the employee can verify it.
Take the next step where you need it
Copy the comparison into your enrollment notes, or take Joy's handoff to the benefits team for advice on your specific health or tax situation. Joy explains the plans; a human helps with the personal call.
Make it one click for your team
Save this ask as a custom command on the assistant your team already uses, so anyone can run it in one step.
Make it yours
Side-by-side comparison
Premiums, deductibles, and standout features laid out in one table so the differences are easy to see at a glance.
Cited to your documents
Each figure points back to the benefits guide or plan summaries, so employees trust the answer because they can check it.
A recommendation with the tradeoff
Joy names the plan that likely fits the situation described and states plainly what you give up to get it.
Clean handoff to benefits
For anything tied to a person's health or taxes, Joy points them to the benefits team instead of guessing.
Family coverage
Compare the same plans for an employee covering a spouse and children, where premiums and deductibles shift to the family tier.
Expecting a big year
For someone planning a procedure or a new baby, weigh the plans where the lower deductible and copays matter more than the premium.
HSA saver
For an employee who wants to build tax-advantaged savings, focus the comparison on the HDHP, the HSA rules, and the employer contribution.
New hire enrollment
Walk a new employee through the plan options during their first enrollment window, in plain language, whenever they ask.
Frequently Asked Questions
Does Joy pick my health plan or enroll me?
No. Joy compares the plans from your benefits documents and explains the tradeoffs so you can choose, but it does not enroll you and it does not give personalized tax or medical advice. For your specific situation, the benefits team helps you with the personal call.
How does an AI compare health plans for employees?
Upload your benefits guide, plan summaries, and premium schedule to JoySuite. An employee describes their situation, and Joy returns a side-by-side comparison of premiums, deductibles, and features with every figure cited back to the source document.
Are the plan comparisons accurate?
Every number Joy gives cites the exact document it came from, so an employee can verify it against the benefits guide or the plan summaries. Joy only answers from the documents you connect, not the public internet, so the comparison reflects your actual plans.
Which plan is cheapest for a single person with low medical use?
It depends on your plans, but a high-deductible plan paired with an HSA is often the lowest total annual cost for someone who rarely uses care, because the low premium and any employer HSA contribution outweigh the higher deductible you are unlikely to reach. Joy shows the math from your documents and states the tradeoff.
Can employees get help during open enrollment without emailing HR?
Yes. Employees ask Joy to compare the plans whenever they need it and get a cited breakdown on demand. For questions tied to a person's health or finances, Joy points them to the benefits team with the context to share.
