Technology Software Benefits Benchmarks
Real plan data from verified employers in your industry
Technology Software Employee Benefits Overview
Medical plan benchmarks from verified employer data
Medical benefits typically represent the largest share of employer benefit spending and are a key factor in employee recruitment and retention.
Our database includes 401 technology software employers offering 1,258 verified benefit plans. PPO plans are the most common (40% of employers), followed by HDHP (37%). Fully-Insured funding is the predominant model, used by 76% of industry employers. Most employers offer three or more plan options to employees (66%).
Medical plan benchmarks include deductibles, copays, coinsurance, out-of-pocket maximums, and employer contribution rates.
Plan Type Mix
LIVEPlan Funding
LIVEPlans Offered
LIVE| In-Network Benefits | LimitedBalancedRobust | Your Plan |
|---|---|---|
| Individual Deductible | $760 $1,699 $2,764 | $1,69952Bal |
| Family Deductible | $1,600 $3,614 $5,032 | $3,61452Bal |
| Individual OOP Max | $3,237 $5,158 $6,923 | $5,15852Bal |
| Family OOP Max | $6,218 $8,934 $13,206 | $8,93452Bal |
| Coinsurance | 11% 18% 28% | 18%52Bal |
| Primary Care | $24 $38 $45 | $3852Bal |
| Specialist | $41 $60 $71 | $6052Bal |
| Emergency Room | $204 $349 $484 | $34952Bal |
| Urgent Care | $56 $76 $97 | $7652Bal |
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This plan aligns well with common market practices. Benefits and costs are competitive, providing reliable value that meets typical employer offerings in your segment.
Deductibles and copays rank above market median, offering strong value to employees.
Contribution levels are competitive with peer employers in your industry.
Gross premiums align with market expectations for comparable coverage.
% of employers
% of employers
Features in top 25% of peers
Features in bottom 25% of peers
Family Premium ranks in the 18th percentile. Adjusting employer contribution strategy could improve retention without significant cost increases.
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Technology Software Benefits Landscape
Industry trends and benchmarking considerations
Software and technology companies compete intensely for engineering and product talent, which drives benefits strategy. Our benchmarking data shows tech employers tend to favor PPO and HDHP plan designs, with a higher-than-average rate of self-funding among larger companies. Employee contribution strategies in this sector often emphasize lower out-of-pocket costs for employees, particularly for individual coverage, as part of the overall compensation package.
Key Trends
HDHP Adoption with HSA
Tech employers increasingly offer HDHP options paired with employer HSA contributions. Our data shows this combination is more prevalent in tech than most other industries.
Richer Plan Designs
Compared to national averages, software companies typically offer lower deductibles and out-of-pocket maximums, reflecting the competitive talent market.
Higher Employer Contributions
Tech employers generally cover a larger percentage of premium costs, particularly for employee-only coverage, with some covering 90%+ of individual premiums.
Benchmarking Considerations
When benchmarking against tech industry standards, consider company size. Well-funded startups and public tech companies often offer richer plan designs than bootstrapped or early-stage companies. Use state filters to compare against regional competitors.
Related Industries
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