Insights
Guides, briefs and answers for the people running benefits — written by the advisors who do this every day.
You’re probably balancing two pressures that don’t cooperate well. Leadership wants a health benefit that helps recruiting and retention, while finance wants a number it can budget without surprises. Traditional
Health insurance renewal lands on your desk. Premiums are up again. Employees still want strong coverage, and finance still wants predictability. If you run benefits for a small or mid-sized
Benefits renewal usually starts the same way. Your broker sends new rates, your finance lead asks why costs keep climbing, and HR is stuck translating insurance language into a budget
Your renewal email lands on a Tuesday morning. The premium jump is large enough to blow up the budget you approved last quarter, but not large enough to feel surprising
Employee benefits already eat up a large share of compensation. For U.S. civilian workers, benefits average $15.03 per hour and account for 31.3% of the $48.05 hourly total compensation package,
Renewal season usually starts with one spreadsheet and ends with three hard questions. Can you absorb another increase in health costs, can you still recruit against bigger employers, and who
