If you oversee employee benefits, payroll, or HR in your organization, you’re likely bracing for what many are calling one of the tougher health-insurance renewal seasons in recent memory. Two recent reports point to clear trends: rising premiums for employer-sponsored plans, and the increasing pressure on both employers and employees. For business owners and HR leaders contemplating the role of a PEO, the timing couldn’t be more critical.
As Q4 group medical insurance renewal season approaches—when 85% of businesses face decisions about health coverage—employers are looking for strategies to manage rising premiums while also supporting employees’ out-of-pocket costs. Two popular options are Health Savings Accounts (HSAs) and Health Reimbursement Arrangements (HRAs) . Both provide tax advantages and improve affordability for employees, but they function very differently, and one often offers greater control and cost predictability for employers .
For small and mid-sized businesses navigating rising health insurance premiums, level-funded health plans offer a compelling alternative between fully insured and self-insured models. We recently worked with a 15-employee group on a fully insured plan and helped them save over $52,000 annually by switching to a level-funded model —all while maintaining robust employee benefits.
For small and mid-sized businesses, group medical insurance premiums are rising rapidly, and Q4 is the busiest time to make renewal decisions. Smart companies are turning to Professional Employer Organizations (PEOs) to unlock large-group buying power , streamline HR, and reduce costs—all without cutting employee benefits. We recently worked with a 125-employee company and helped them save over $250,000 annually by moving to a PEO master health plan , while keeping employee benefits at the same high level.
Did you know that 85% of businesses renew their group medical insurance in the fourth quarter ? For HR teams and business owners, this period can feel overwhelming—especially as premiums continue to rise by double digits . If you’re looking to control costs, maintain employee satisfaction, and maximize benefits , this is the perfect time to explore creative strategies like PEOs (Professional Employer Organizations) .
Small businesses often face a tough balancing act: controlling health insurance costs while ensuring employees are protected from high out-of-pocket expenses. We recently helped an 11-employee company save over $11,000 annually —all while dramatically reducing employee deductibles—by pairing a High-Deductible Health Plan (HDHP) with a GAP insurance policy . This strategy is a proven way to maximize savings for the employer while keeping employee costs predictable and manageable .
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