1. Wellness Contributions Instead of Premium Contributions
Pay employees who meet wellness milestones (annual physical, gym attendance) a fixed contribution toward their share of premium. Costs less than across-the-board raises; reduces claims.
2. HSA-Eligible High-Deductible Plans Paired with Employer HSA Contributions
A bronze HDHP + $1,200/employee/year HSA contribution often beats a more expensive PPO on total cost. Employees get a real tax benefit; you get lower premiums.
3. Voluntary Benefits at No Employer Cost
Add critical illness, accident, hospital indemnity. Costs you nothing; employees opt in via payroll deduction. Massive perceived value.
4. Self-Funded with Stop-Loss for Groups 50+
Once you cross 50 employees, partial self-funding with stop-loss reinsurance often becomes the most cost-effective approach. Requires good actuarial guidance.
5. Annual Census Re-Quoting
Don't auto-renew. Each year, get a fresh quote from at least three carriers. We do this for every client during open enrollment.