Exhibit 10.17.2

EHEALTH, INC.
EXECUTIVE BONUS PLAN
2013

Eligible senior management hired during the Plan year will have their Target Incentive Percentage and Maximum Incentive Percentage set by the Compensation Committee (see Item 5 below).  Such Participant’s incentive payout will be pro-rated from the first day of employment; provided that the Compensation Committee determines that the Participant is eligible to participate.  Employees hired after September 30, 2013 are not eligible for incentive payout for the 2013 Plan year, unless the Compensation Committee determines otherwise.

On-Target Performance Payout.    In the event the Company meets the Revenue Goal, a Participant shall receive 50% of the product determined by multiplying the Target Incentive Percentage of the Participant by the Participant’s Annual Salary; in the event the Company meets the  Non-GAAP Operating Earnings Goal or the EBITDA Goal, a Participant shall receive 25% (for each goal) of the product determined by multiplying the Target Incentive Percentage of the Participant by the Participant’s Annual Salary (respectively, for each of the three Goals, a “Goal Target Payout”). 

Below 95% Performance.  If a Goal is achieved as to less than 95%, there will be no payout for that Goal. 

95-99% Performance Payout.  If a Goal is achieved at a 95% level, a Participant shall receive, in connection with the partial achievement of that Goal, 50% of the Goal Target Payout.  If a Goal is achieved at the 96% level, a Participant shall receive, in connection with the partial achievement of that Goal, 60% of the Goal Target Payout.   If a Goal is achieved at the 97% level, a Participant shall receive, in connection with the partial achievement of that Goal, 70% of the Goal Target Payout.  If a Goal is achieved at the 98% level, a Participant shall receive, in connection with the partial achievement of that Goal, 80% of the Goal Target Payout.   If a Goal is achieved at the 99% level, a Participant shall receive, in connection with the partial achievement of that Goal, 90% of the Goal Target Payout.  

Above 100% Performance Payout – 2013 Revenue Goal.   Subject to the other provisions of this Plan, for each percent achieved above 100% of the 2013 Revenue Goal, the Participant will receive an additional 5% of the Goal Target Payout for the Revenue Goal up to a maximum additional payment equal to 50% of the Goal Target Payout.

Above 100% Performance Payout – 2013 Non-GAAP Operating Earnings Goal.   If and only if the 2013 Revenue Goal is achieved at a level of 100% or more, then for each percent achieved above 100% of the 2013 Non-GAAP Operating Earnings Goal, the Participant will receive an additional 2.5% of the Goal Target Payout up to a maximum additional Goal Target Payout of 50%.

Above 100% Performance Payout – 2013 EBITDA Goal.   If and only if the 2013 Revenue Goal is achieved at a level of 100% or more, then for each percent achieved above 100% of the 2013 

EBITDA Goal, the Participant will receive an additional 2.5% of the Goal Target Payout up to a maximum additional Goal Target Payout of 50%.

The Company must be profitable on an operating basis (excluding non-cash charges) for a Participant to qualify for their maximum payout under the Plan for any specific Goal.  If the Company is not profitable on an operating basis (excluding non-cash charges), the maximum possible payout for the achievement of all three Goals shall be no more than 100% of the Participant’s Target Incentive Award.

The 2013 Revenue Goal, Non-GAAP Operating Earnings Goal and EBITDA Goal and performance may exclude, at the Compensation Committee’s sole discretion, (i) the effect of mergers and acquisitions closing in 2013 (if any),  (ii) any extraordinary non-recurring items as described in Accounting Principles Board Opinion No. 30 or as otherwise determined by the Compensation Committee to be extraordinary or non-recurring in its sole discretion, and (iii)  the effect of any changes in accounting principles affecting the Company’s or a business units’ reported results.

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EXHIBIT A