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Good morning. It’s Tuesday, September 23rd.

In today’s email:

• Learn: Save Thousands on Healthcare

• Try: Do the Math

• Listen: Are We Really Sick?

• In the News: Protein Bar or Candy Bar

Stat of the Day

The average increase in employer health insurance costs for 2026 - and from my conversations with company executives and benefits brokers, this is probably a low estimate. (Business Group on Health)

Learn

Save Thousands on Healthcare

Most of us are about to see more money taken out of our paychecks.

Employers are staring at 10-15% healthcare premium increases and will probably push some of that on to employees.

So before you just click “renew,” take one pause: the plan you pick this fall can put thousands back in your pocket next year - without giving up what you need for your health.

PPO vs. High Deductible: The Real Difference

The biggest cost of your health plan usually isn’t a bill at the doctor - it’s the premium quietly leaving your paycheck every pay period before you even use your healthcare.

Here are two common health plan options:

• PPO (Preferred Provider Organization)
  Lower costs when you go to the doctor (typical $25-$40 copays), more coverage that’s “included” in exchange for higher monthly premiums.

• HDHP (High Deductible Health Plan)
  Higher costs when you actually go to the doctor (until you meet the deductible), but much lower premiums, and usually paired with an HSA (Health Savings Account) that you and/or your employer can fund.

👉 In many companies, the provider network is the same for PPO and HDHP. The difference isn’t who you can see - it’s how you pay.

The Math in Real Life

These examples use the national average for 2025 of employee premium contributions (not the total cost that includes what your employer also pays).

Employee-Only (single):

• PPO premium: ~$1,800/year

• HDHP premium: ~$960/year

• Employer HSA seed: $300–$600

Potential savings: choosing a HDHP puts an extra $1,440 in your pocket.

Family:

• PPO premium: ~$4,800/year

• HDHP premium: ~$2,640/year

• Employer HSA seed: ~$1,200

Potential savings: $3,360.

So at the start of the year - you’ve got thousands more dollars hitting your bank account.

But what if you get sick? 

• Assume a typical PCP visit costs ~$150 on an HDHP vs. a $25 copay on a PPO → ~$125 difference per visit.

• Single: You’d need ~11–12 extra visits ( $1,440 ÷ $125 ) to erase the HDHP savings.

• Family: You’d need ~27 extra visits ( $3,360 ÷ $125 ) to erase the savings.

I know - there’s also prescriptions and maybe more serious procedures or health risks.

But we ran a bunch of scenarios in 2025 (including my family) and even with several sick visits and a couple of minor procedures, the vast majority of the time you come out way ahead with the HDHP because the premium gap + employer HSA dollars outweigh the higher per-visit costs.

And preventive care is covered 100% on both plan types (annual physicals, standard screenings, vaccines). Note: Advanced or non-standard labs may not be “preventive” - be sure to check your plan’s list.

When a PPO May Be the Better Fit

• You expect major medical this year (surgery, pregnancy, frequent specialty care)

• You want predictable costs (lower deductible, fixed copays)

• You’re OK paying higher premiums for that peace of mind

When an HDHP May Be the Better Fit

• You’re generally healthy with light to moderate medical use

• Your employer funds your HSA (this is free money)

• You want the triple tax advantage of an HSA: pre-tax contributions, tax-free growth, tax-free withdrawals for qualified medical expenses. (HSA balances roll over and can be invested; limits update annually - check your 2026 plan guide)

What’s Typically Included (Averages)

PPO

• Deductible: ~$1,500 single / $3,000 family

• Out-of-pocket max: ~$6,500 single / $13,000 family

• Copays: $20–$40 PCP, $40–$60 specialist, $200+ ER (then coinsurance may apply)

HDHP (HSA-eligible)

• Deductible: ~$3,500 single / $7,000 family

• Out-of-pocket max: ~$7,500 single / $15,000 family

• Preventive care: covered in full

• All other services: you pay negotiated cost until deductible, then usually 20% coinsurance

🌟 Pro Tips for 2026 Enrollment

• Know your HSA dollars. If your employer seeds $1,000+ for a family plan, the HDHP math almost always wins unless you’re a heavy user.

• Have a Primary Care Doctor. This is the single best way to avoid unnecessary ER/urgent care bills on any plan - especially an HDHP. Many issues can be handled by your PCP or same-day clinic.

• Check the “preventive drug” list. Many HDHPs cover certain chronic-condition meds before the deductible (IRS-allowed). That’s real cash flow relief.

• Mind the FSA rules. You can’t use a general-purpose FSA with an HSA. If you choose an HDHP, use a Limited-Purpose FSA (dental/vision) instead.

• Out-of-network = $$$. Both plan types can get expensive out of network. Stay in network whenever possible.

• Run your own numbers. Look at the last 2 years of your claims. If you didn’t come close to the PPO deductible either year, the HDHP is likely the smarter financial choice.

Bottom Line

With premiums climbing, the plan you pick matters more than ever.

For many households, an HDHP + HSA means lower paycheck deductions, tax-advantaged savings, and the same preventive care.

We’re not here to push one plan or another - just giving you the understanding of how to make the right choice for you and your family so that next year you have awesome health and more money.

Try

Do the Math

Spend the time during enrollment for 2026 healthcare to really optimize your coverage and savings.

Yes - I know it hurts to swipe a credit card, but keep a running tally of the money saved if you choose a high deductible plan. You’ll probably be surprised when you remind yourself how much money you’re keeping in your paycheck.

Track your savings, take advantage of an HSA, and make 2026 your year for health (and money).

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Listen

Are We Really Sick?

Apple | Spotify 

Neurologist Dr. Suzanne O’Sullivan talks about how we continue to expand the definition of disease. Are there more kids with ADHD and Autism - or are we changing the guidelines of what it means to have these illnesses?

Seems like everything today needs a label.

What started as an underreporting of disease for people that needed help, has potentially turned into going too far and giving people with even mild conditions psychological diagnoses.

We should provide help to everyone who needs it - but what if the label is a crutch, or worse making the problem even harder to deal with?

It’s an interesting conversation based on Dr. Sullivan’s new book, “The Age of Diagnosis: How Our Obsession with Medical Labels Is Making Us Sicker.”

H&L in the News

Protein Bar or Candy Bar?: Are protein bars really health food - or just sugar-packed candy in disguise? Experts reveal when they help, when they harm, and how to pick smarter snacks for energy, fitness, and longevity. (NYTimes)

Kidneys, Rebuilt in the Lab: USC scientists grew the most advanced synthetic kidneys yet - lab-made “assembloids” that filter blood, concentrate urine, and model disease. A leap toward new therapies and lifesaving transplants. (AAAS)

Crack Open Your Mind: From myths about “left vs. right brain” to the mysteries of consciousness, neuroscientist Rachel Barr shares 5 brilliant books that demystify the brain and change how you see yourself. (Big Think)

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We’re 40-something dads that felt our bodies and minds start to slow down and we’re not ready for that. We found too much information on every subject. So we started Thrive25 to transform what we’ve learned into something useful for the rest of us to spend just 5 min a day to optimize our health & longevity.

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To health!