SLR Budget Calculator

The budget-planning framework

1. Start with total benefits spend. BLS data shows benefits run ~30% of total compensation. SLR typically consumes 0.5-3% of benefits budget.
2. Right-size to participation. Budget for participants who will actually enroll — 30-50% of eligible employees year one.
3. Build in a ramp. Many employers start at $100/month and scale up by $50 each year for 3 years.
4. Cap at Section 127 limits. $5,250/employee/year ($437.50/month), shared with tuition assistance.
5. Decide on flat vs tiered. Flat is simpler; tiered rewards tenure or targets hard-to-retain roles.

Tenure-based example

Years 1-2 at $100/month, Years 3-5 at $200/month, Years 5+ at $300/month. Best for employers extending median tenure past the 3-year mark.

Role-based example

RN/NP at $300/month (hardest to retain), Support staff at $150/month (meaningful lift), Admin at $100/month (baseline benefit), Leadership at $250/month (institutional knowledge). Best for healthcare, legal, and specialized employers with sharply different replacement costs.