Renewals keep going up.
Accepting the usual increase is no longer your only option.
Most employers get the same letter every year: higher premiums, higher deductibles, and less real coverage. The default options are usually “raise the deductible,” “shop the same carriers again,” or “accept the increase.”
There are other levers—plan design, funding structure, and the payroll-tax side that most renewals never touch.
Where are you right now?
• Received your rate hike yet?
Most groups see increases. The question is how much of it you actually have to accept.
• Higher deductibles to keep premiums down?
That’s a common trade-off. It doesn’t have to be the only option.
• Sick of paying more for less?
Coverage shrinks while costs rise. Some of that can be reversed or offset.
• Still overpaying on FICA payroll taxes?
Many employers leave payroll-tax savings on the table that can help offset the renewal increase.
• Your current broker out of moves?
If the only suggestions are “raise the deductible” or “shop the same carriers again,” there are other levers.
There are better solutions.
It's what we deliver.
We help employers find tax-advantaged structures and plan designs that can reduce the real cost of benefits—often without changing the core coverage employees already know.
We design and place group plans (fully insured, level-funded, self-funded, captives, ICHRA, and DPC options when they fit), then layer the tax-advantaged structures most employers never claim. The goal is a lower real cost of benefits—often without forcing employees to start over on the core coverage they already know.
In many cases the payroll-tax savings alone can offset a meaningful portion of a renewal increase while funding stronger benefits for the team.
Next Step
A short conversation is enough to see whether the numbers are worth running. We’ll tell you straight if it’s not a fit.