Renewal Pressure
Health plan renewals keep climbing because claims keep climbing. Everyday care handled through the membership is a claim that may stay off your plan, which may help offset future increases.
Health Plan Renewal Strategy
Offset Rising Health Plan Costs— Alongside the Plan You Already Have
What is your company doing to offset this year's health plan increase? A preventive care membership, not insurance, may help keep everyday claims off your health plan, while giving employees and their families fast access to real physicians. For many employers, there may also be a payroll-tax benefit.
Strategic Payroll Benefit serves as an independent strategic introduction point for qualified employers seeking access to the leading specialized implementation platform in the employer benefits efficiency field.
Renewal Overview — Watch the Introduction
How Claim Diversion Works
A Third Option Beyond Higher Contributions or Thinner Coverage
Renewals keep rising because claims keep rising. Claim diversion handles everyday care outside the plan, so fewer claims reach it.
1
Everyday Care
A sick child, a prescription refill, a stressful month. Routine needs like these drive most claim volume.
2
Handled by Membership
Employees and their families reach real physicians for primary care, urgent care, mental health, pharmacy, and weight health.
3
Claim May Stay Off Plan
Each visit handled through the membership is a claim that does not go against your current benefits package.
Primary CareUrgent CareMental HealthPharmacyWeight Health
Membership, not insurance. Works alongside your current plan, carrier, and advisor.
The Second Lever
A Smarter Payroll Expense Strategy for Qualified Employers
A brief executive review designed to help qualified employers explore whether a more strategic benefits structure may improve employee value and payroll efficiency — without disrupting your current health plan.
Because the membership is structured as a pre-tax benefit, there may also be an employer payroll-tax benefit, often illustrated at up to $639 per participating employee, per year.
Illustrative only. Actual figures depend on your census, eligibility, employee participation, payroll structure, and final program design.
Watch the Payroll Strategy OverviewThe Business Case
Why Forward-Thinking Executives Are Taking a Closer Look
Three pressures are driving financially disciplined leaders to look at how everyday care reaches their health plan.
Employee Value Expectations
Employees increasingly expect benefits to deliver tangible personal value. A thoughtfully structured review may reveal opportunities to improve employee take-home impact — without changing or replacing the existing health plan.
Payroll Efficiency
For qualifying employers, the same structure may also reduce employer payroll-tax expense, depending on workforce profile and enrollment.
Outcomes may vary depending on workforce profile, enrollment, and implementation. Subject to qualification and formal review.
What This Review Is
This Is Not a Sales Call.
It is a disciplined executive review.
This is a short executive review designed to determine whether the membership may fit your workforce — and whether a deeper evaluation makes sense. No commitment. No plan changes. Just a disciplined look at whether this may be worth exploring further.
No Plan Changes RequiredNo Long-Term CommitmentQualification-First Approach
Qualification Profile
This May Be Worth Exploring If…
While we evaluate each situation individually, the following criteria generally indicate a qualified fit for the review process.
10 or more full-time W-2 employees
Stable, traditional payroll structure with employees generally working 30+ hours weekly
Existing employer-sponsored health plan already in place
Leadership open to a strategic benefits structure review
Financially-led decision environment — CEO, CFO, or Controller engaged
Not every employer will qualify. This process is selective by design — which is precisely what makes it valuable for those who do.
The Process
The Review Pathway
1
Brief Intro Call
A 3–5 minute call to confirm basic eligibility and mutual fit before going further.
2
Qualification Review
A structured review of workforce profile to confirm suitability for a deeper evaluation.
3
Discovery Call
A deeper conversation with the specialist team — only when a clear fit is confirmed.
4
Census & Proposal
A basic workforce census and formal proposal — requested only at this confirmed stage.
The first step is brief. The deeper conversation happens only if there is a clear fit. Program documentation is reviewed with you before anything is implemented.
Why Decision-Makers Take the Call
You Owe It to Your Organization to At Least Take a Look.
01
Renewal Pressure
Fewer claims reaching the plan may help offset future increases, with payroll-tax efficiency as a possible added benefit.
02
Improved Employee Value
Employees may see an increase in take-home pay and gain meaningful health and wellness support — without the employer replacing or disrupting the existing health plan.
03
Competitive Positioning
In a competitive talent environment, employers who can deliver greater net compensation without increasing gross payroll costs gain a meaningful structural advantage over peers.
04
Low Cost of a First Conversation
The initial call is 3–5 minutes. No commitment, no obligation, no plan disruption. The cost of not looking is far greater than the cost of a brief, preliminary review.
Questions
Common Questions
Ready to Explore
See Whether This Is Worth a Closer Look.
The first step is a brief, no-pressure conversation. That is all.
For qualified employers only. Initial call is 3–5 minutes.