Simplifying Healthcare

Health benefits, and the opaque way care is priced and paid for, have become so complex that even industry experts can’t understand it all. How can we expect members to self-educate enough to make good choices for themselves? We can’t.

Members shouldn’t need a PhD to navigate their benefits.

Navigators take the burden off member shoulders and present clear choices, payment options and real-time interaction to lower costs and optimize benefit plans. All it takes is a phone call or a tap of an app. Benefit navigation helps members:
Understand Benefits

From understanding changes in benefits to clarifying out-of-pocket costs, benefit navigators provide easy-to-understand guidance, ensuring members make well-informed healthcare choices based on quality and affordability.

Find Top-Tier, In-Network Providers

Instead of blindly following a costly referral, benefit navigators present members with in-network, high-quality treatment alternatives, ensuring optimal care without breaking the bank.

Save Time, Frustration & Money

Benefit navigation services not only make healthcare experiences as seamless and affordable as possible, but they also help keep future premium and deductibles low.

We help realize more value from healthcare.

Average savings per Emry member
Each Emry member saves an average of $1,800 per case.
Less time spent on healthcare
For every hour people spend on healthcare, Emry saves three.
Average rating from Emry clients
Member services by Emry received a 5-star rating from 98% of clients.

Our Solutions


Full-service healthcare guidance
HFA technology, bill review and negotiation, plus one-tap access to navigation services for lower-cost care, pharmacy discounts and human help whenever needed. 


Lower high-cost medical bills
Our technology helps employees quickly determine eligibility for hospital financial assistance (HFA) and connects them with a navigator who can review bills for accuracy and negotiate lower out-of-pocket costs.

Top Questions Employees Have for HR When New Benefits Roll Out

The introduction of new health benefits can send a ripple of confusion through an organization, even when the new plans reflect the needs of those who will use them. Employees, faced with a maze of new information and complex healthcare terms, often look to HR for guidance. Post-enrollment queries can swamp HR teams, turning what should be a triumph into an ongoing challenge. Check out these top five questions employees have when new benefits roll out.
This is arguably the most pressing question HR departments face, particularly during the annual health plan transition prompted by company renewal cycles. Clarity on coverage is vital—without it, employees may inadvertently assume that certain treatments or services are covered when, in fact, they may be subject to limitations, or not covered at all. The fallout from such assumptions can be severe, leaving employees blindsided by substantial bills for treatments or from doctors they presumed were in-network. HR professionals must be equipped to deliver comprehensive details on what the new plans include and exclude. It’s about safeguarding employees from the distress and financial strain of unexpected healthcare costs by ensuring they have a clear, full picture of their benefits landscape.
Insurance carriers regularly update their formularies—the official list of medications they cover—which can result in an unsettling discovery for employees when they go to fill their prescriptions. Employees might find themselves facing the need to switch medications, navigate the complexities of prior authorizations, or challenge a denial of coverage—each scenario demanding clear guidance and support. Alternatively, a long-seen specialist might move out of network, prompting a search for a new provider or the negotiation of continued care under the new plan terms.
Billing errors are surprisingly common, especially in preventive healthcare settings. These are usually a result of human error: providers simply entering the wrong code or neglecting to code a visit as routine preventive care, for example. Improper coding can mean that an employee gets a bill for a visit that should have been covered by insurance. Unchecked billing errors carry a significant financial toll, potentially escalating claim expenses and exerting pressure on a company’s healthcare budget. This is especially detrimental for self-funded organizations, where such inaccuracies directly affect the bottom line. For the workforce, the impact is more than financial. Billing mistakes can lead to considerable stress, complicating their personal and professional lives. The time and effort required to resolve these issues can detract from an employee’s well-being and productivity in the workplace.
If you have employees who are undergoing treatment for chronic illnesses (such as diabetes), or continuing prescriptions (such as birth control), make sure their care team is still in-network under the new plan. If it isn’t, let the employee know they need to contact the new plan administrator immediately to request authorization for ongoing treatment.

Health insurance documentation is often riddled with industry-specific terminology that can perplex the average consumer. HR departments frequently field questions regarding an array of these terms. While concepts like “deductible” and “premium” are fairly straightforward, there are several terms that might stump employees:

  • Co-pay is the set amount that the employee pays when they go to their healthcare provider for a particular service. It’s usually paid at check-in, but sometimes arrives later as part of a bill in the mail.
  • Co-insurance is a bit of a misnomer; this is the percentage of the cost of care that insurance doesn’t cover. In other words, it’s the amount the employee pays.
  • Out-of-pocket maximum, on the other hand, is exactly what it says it is: The most a person would pay in a year before the plan covers 100%.
Healthcare navigation is changing the way both employers and their employees manage and save on healthcare expenses. Particularly for self-funded plans, the savings are two-fold: when an employee cuts down on healthcare costs, the employer benefits as well. Yet, people typically don’t think about their health benefits until the moment they need them. But healthcare navigation can help employers—and their people save on healthcare. Here’s how…
Industry Impact

We’re transforming the healthcare industry.

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