If Your Renewals Are Unpredictable
It’s a Structural Problem
The Problem
Why Most Benefits Plans Break Down
Most companies use a one-size-fits-all plan.
On paper, that works. In practice, it creates a mismatch between the coverage offered and the coverage needed.
When the plan design doesn’t line up with what employees actually need, claims become unpredictable.
When claims are unpredictable, renewals jump.
If your costs feel out of control, it’s usually not random.
It’s structural.
The Fix
A Better Structure Changes Everything
Switching carriers doesn't fix a structural problem. It just resets the clock.
This is not about finding a cheaper plan for one year.
It’s about building a structure that is sustainable for your company.
When coverage reflects the needs of your employees, the plan becomes more aligned with how the benefits are actually being used. That leads to more stable claims, more predictable renewals, and a plan that works long term.
Client Outcomes
Fire & Security Contractor
21 employees
Claims data showed ~20% overpricing based on claims vs premium history.
Used claims data to challenge a proposed 27% renewal increase.
Repositioned the plan structure to reflect actual claims behaviour better, increasing coverage where needed and decreasing unused coverages.
Result: premium reduced from $6,900 → $5,700/month ($14,000 annual savings) and eliminated ~$11,000 in projected overpayment at renewal.
Construction Company
35 employees
Claims had been rising year-over-year, resulting in a 32% renewal increase.
Claims analysis showed the renewal was still underpriced by ~15%, meaning further increases were inevitable.
Projected 20-25% renewal increase the following year without structural changes.
Moved the company from an experience-rated plan to a pooled structure to stabilize costs and reduce volatility.
Transition to the pooled plan required a further 6% increase on top of their renewal rates.
Result: next renewal came in at just 8%, avoiding the projected 20-25%+ increase and saving $25,000 in their first year.
Welding & Fabrication Company
18 Employees
Annual benefits spend was roughly $75,000 under an HSA-based structure.
Despite that spend, top-level employees were capped at just $3,000 per year in HSA allocation.
Replaced the HSA with a fully pooled benefits plan at $5,800/month.
The new plan provided materially stronger coverage, including $10,000 in drug coverage, $1,500 in dental coverage, and roughly $5,000 in paramedical coverage.
Result: about $5,000 in annual savings, $20,000+ in coverage vs $3,000 previously, and a stable pooled structure with no renewal volatility tied to high usage.
Who This Is For
This Is Usually a Fit If:
Your renewals have been jumping year to year, and your broker's only answer is to shop for a new carrier at renewal.
You don't have a clear explanation for the increases, just a number on a letter and a recommendation to accept it.
Your current plan forces everyone into the same coverage regardless of age, family situation, or how they actually use their benefits.
You want better coverage for your employees without every renewal feeling like a coin flip on costs.
This Is Probably Not a Fit If:
This isn't for you if your only criteria is the lowest premium.
The companies we work with have learned that the cheapest plan available today almost always produces the largest renewal increases tomorrow.
A 5% adjustment now can prevent a 15% spike a year from now. We build plans for employers who want cost stability, not just a low quote.
If your renewals have been unpredictable, there's a reason
On a short call, we’ll look at:
What’s driving your costs,
How your current structure is behaving,
And what a more stable setup would look like