Case Studies
Real Organizations. Real Strategies. Measurable Results.
Every engagement starts with a financial analysis specific to your organization. Here is what that looks like in practice.
Explore how organizations partnered with Nortex Health to optimize healthcare funding, strengthen workforce strategies, and achieve measurable business outcomes.
Success Stories Across Multiple Industries
Explore how organizations partnered with Nortex Health to optimize healthcare funding, strengthen workforce strategies, and achieve measurable business outcomes.
Manufacturing
22% Reduction in Total Healthcare Spend
250 Employees
By implementing a self-funded healthcare strategy, this manufacturer reduced healthcare spending by 22%, saved $380,000 annually, and replaced years of double-digit renewal increases with a more predictable cost structure.
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Staffing
38% Renewal Increase Avoided
180 Employees
A regional staffing firm facing a 38% renewal increase due to two high-cost claims transitioned to a level-funded plan with stop-loss protection and pre-tax benefits, avoiding the increase and reducing total costs by 24%
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Multi-State Operations
Self-Funded Transition in 74 Days
310 Employees Across 6 States
A 310-employee multi-state firm implemented a self-funded RBP plan with payroll and benefits integration, reducing healthcare spend by 27% and cutting administrative and FICA costs for total annual savings of over $140,000.
Read Full Case Study →Real Organizations. Real Strategies. Measurable Results.
Every engagement starts with a financial analysis specific to your organization. Here is what that looks like in practice.
Manufacturing
22% Reduction in Total Healthcare Spend
A mid-sized manufacturer with 250 employees had been on the same fully insured plan for six years, averaging 9 to 11 percent renewal increases with no visibility into claims data. Nortex Health’s analysis found that 14 percent of the covered population was driving 67 percent of total claims cost, primarily through three high-cost chronic conditions. We designed a self-funded plan with Reference-Based Pricing, a specialty pharmacy carve-out, and a Section 125 structure for FICA savings beginning day one.
In the first plan year, total healthcare spend decreased by 22 percent, capturing $380,000 in annual savings. The plan renewed in year two with a modest claims-based adjustment, compared to the double-digit increases the employer had accepted for six consecutive years.
“We had never seen our actual claims data before this engagement. Once we understood what was driving our costs, the strategy was clear. The savings were larger than projected and the transition was significantly smoother than we expected.”
David R. | CFO · Midwest Manufacturing Organization · 250 Total Employees
Staffing
38% Renewal Increase Avoided
A regional staffing firm with 180 W-2 employees received a renewal proposal reflecting a 38 percent premium increase, attributed to two high-cost claims in the prior year. Nortex Health was engaged 90 days before the renewal date and found that the underlying conditions had a low probability of recurrence. We structured a level-funded plan with specific stop-loss protection and a pre-tax benefit structure.
The organization avoided the 38 percent increase entirely, with total cost 24 percent below the proposed renewal, an annual reduction of $218,000. Implementation was completed in 90 days, and the organization has remained on the structure through two subsequent plan years with single-digit adjustments.
“We were two weeks from signing the renewal when Nortex Health showed us the analysis. The numbers were not complicated. We had been overpaying for years and had no idea. The transition was faster than we expected and the savings have been consistent.”
CFO · Regional Staffing Firm · 180 employees
Multi-State Professional Services
Self-Funded Transition in 74 Days
A professional services organization with 310 employees across six states had averaged 12 percent renewal increases for four years, while payroll, managed through a separate vendor, was generating recurring pre-tax election errors. Nortex Health’s analysis identified three opportunity areas: healthcare funding restructuring, payroll and benefits integration, and FICA optimization. We designed a self-funded plan with RBP, a coordinated multi-state stop-loss structure, and an integrated payroll and benefits platform.
Implementation was completed in 74 days across all six states. Total healthcare spend decreased by 27 percent in the first plan year, FICA savings increased by $62,000 annually, and administrative cost dropped by an estimated $80,000 annually through platform integration.
“The complexity of coordinating this across six states was the reason we had never made a change. Nortex Health managed the entire process. We provided the data and made the decisions. They handled the rest.”
Director of HR Operations · Professional Services Organization · 310 employees
Case studies describe actual Nortex Health client engagements. Client names are withheld at their request. Figures are specific to each organization’s census, claims history, plan design, funding structure, and market, and are not a projection of results for any other employer. Past results do not guarantee future outcomes.
Your Benefits Program Should Work as Hard as You Do
If your organization has 50–500+ employees and you’re ready to replace your current benefits approach with something that actually reduces costs and improves outcomes, let’s talk. One conversation with a Nortex Health advisor will show you exactly what’s possible.
Nortex Health works with employers of 50-500+ employees to design self-funded benefit strategies, implement reference-based pricing, and optimize payroll, where most brokers don’t go.
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Nortex Health provides workforce and employee benefits consulting. Everything on this site is general information for educational purposes only. It is not insurance, tax, legal, or medical advice, it is not a quote, and it is not an offer or binder of coverage. CHOICE Arrangement is the name adopted by CMS and the SBA on September 3, 2026 for what federal tax guidance still calls an Individual Coverage Health Reimbursement Arrangement (ICHRA); both terms refer to the same benefit and the renaming did not change the governing rules. Plan availability, eligibility, rates, contribution limits, and savings vary by state, carrier, group size, plan design, and employee census, and are subject to carrier underwriting and applicable law. Any figures, examples, or savings shown are illustrative only and your results will differ. Tax outcomes, including any FICA impact, depend on your specific facts; consult your own tax advisor and legal counsel before acting. Coverage is in force only when issued in writing by the carrier. Insurance offered through licensed agents in states where licensed.
