This Nursing Home Group Saved $140K While Their Broker Said It Was Impossible

Most employers are stuck in the same cycle: rising premiums, shrinking benefits, and zero accountability from their benefits advisor.

Your broker gets paid whether you save money or not. So where's their incentive to actually solve your problems?

Here's What Happened

A 500-employee nursing home group came to us drowning in the same issues plaguing employers nationwide:

• Premium increases eating into their budget year after year
• HR staff overwhelmed managing benefits across multiple locations
• Compliance gaps creating liability risks
• Employees confused about their benefits, calling HR constantly

Sound familiar? Here's what their previous broker missed, and what we fixed.

Here's What Their Previous Broker Missed

The ALE Classification Problem: This client was being treated as a small employer despite having 500+ employees. Their broker either didn't know or didn't care about Applicable Large Employer rules.

The Rating Game: Each location was rated separately instead of being aggregated. Basic insurance knowledge that somehow got overlooked.

The Communication Gap: No centralized system. No employee education. No support beyond "here's your renewal."

This is exactly what we mean when we talk about broker laziness and misaligned incentives.

How We Fixed It

Year 1: Foundation Building

• Consolidated rating across all locations
• Implemented a centralized administration platform
• Maintained existing plan designs (no coverage cuts)
• Result: $80,000 savings

Year 2: Optimization and Growth

• Enhanced employee communication systems
• Added a dedicated benefits call center
• Conducted on-site education sessions
• Result: Additional $60,000 savings

The Numbers That Matter

$140,000+ total savings over two years

But here's what really matters:

• 88% of employees engaged with our benefits support team
• Zero reduction in coverage – plans maintained or enhanced
• Complete compliance – all required notices distributed properly
• HR workload reduced through centralized administration
• Claims data transparency positioning them for self-funding

This client is now positioned to transition to self-funding, which could generate even greater savings. Most brokers won't even mention this option because it requires actual work.

What Your Current Broker Isn't Doing

Ask yourself:

• How much are they earning in overrides and bonuses above their commission?
• Are they legally disclosing all compensation?
• When did they last conduct an employee survey?
• What alternative funding options have they presented?

If you can't answer these questions, you're not getting the service you're paying for.

Our process:

1. Analyze your current situation without sugar-coating
2. Identify missed opportunities your broker overlooked
3. Implement solutions that actually work
4. Measure results and adjust continuously

The Bottom Line

This nursing home group didn't need to cut benefits or shift costs to employees. They needed someone willing to do the work their previous broker should have been doing all along.

The question for employers: Are you getting spreadsheet solutions or strategic guidance?

The question for brokers: When was the last time you saved a client six figures without cutting coverage?

Ready for a Different Conversation?

If your benefits advisor hasn't presented alternative funding strategies, conducted employee surveys, or shown you detailed compensation disclosures, reach out.

We're happy to show you what you're not seeing.

We work with employers who want more than cost-shifting and carrier changes.

Contact us if you're ready to see what your current advisor isn't showing you.

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