Can a PEO white-label these benefit programs?

Yes. Most partners run these as their own programs under their own brand and never name Save with Benefits to a client. We handle vendors, implementation and reporting; the PEO keeps the relationship, the contract and the brand.

Does a PEO have to change payroll platforms to add these programs?

No. These bolt on to the master plan and to whatever payroll platform is already in place. No migration, no reimplementation, no asking clients to re-enroll.

How do these programs affect PEO economics?

Two ways. Lower master-plan trend improves underwriting position and renewal retention. And several programs carry revenue per worksite employee the PEO participates in, so the same book generates more without adding clients.

Does a PEO have to roll this out across the whole book?

No. Start with one client or one program across a segment. Nothing requires a book-wide commitment and nothing is exclusive. Most partners pilot with a handful of groups for a quarter before deciding how far to take it.

WHITE-LABELED · YOUR BRAND · NO PLATFORM CHANGE

What would lower trend do for retention?

Lower master-plan trend, higher revenue per worksite employee, and benefits your clients can't get elsewhere. All of it under your brand.

THE SQUEEZE YOU KNOW

How do you grow margin without raising price?

Master-plan trend goes one direction. Client expectations go the other. And every competitor is pitching the same bundle you are, at a slightly lower administration fee.

Differentiation is getting harder, and discounting your way to retention costs you the margin you were protecting.

The programs that solve both never entered the channel you buy from.

WHAT CHANGES FOR YOU

Lower master-plan trend better underwriting, better renewals

Revenue per worksite employee from the same book

A differentiator competitors can't quote against

No platform migration it bolts on to what you run

SIX THINGS IT CHANGES

Where would you want the lift?

Take one, take all of them, or start with a single client and watch what happens.

Lower the master plan

Steerage, transparent pharmacy and payment integrity pull cost out of the pooled plan without touching plan design or member experience.

Add revenue per worksite employee

Member programs you can participate in, priced under $100 per employee per year and delivering more than most clients get from their current supplemental stack.

Win the deals you're losing

$0-copay prescriptions and unlimited virtual care are hard to quote against, because the competitor pitching alongside you doesn't have access to them.

Give clients savings outside benefits

Indirect spend across 60+ categories: 10 to 30%+ that has nothing to do with the plan, and gives you a reason to call between renewals.

Reach the workers nobody covers

Cost-saving payroll bolt-ons reach part-time and hourly populations that never qualified for major medical, at 95%+ participation.

Keep every system you run

Backwards compatible with your payroll platform and your carrier relationships. Nothing gets migrated, nothing gets rebuilt.

HOW PARTNERS RUN IT

Whose name is on it?

Yours. Most partners white-label the whole thing and never mention us to a client. We manage the vendors, run the implementation and report the savings; you keep the relationship, the contract and the credit.

We're happy being the part nobody sees.

WHAT PARTNERS ASK

The questions you're already thinking.

Whose client is this?

What has to change on our side?

How does this affect our economics?

Do we have to roll this out to everyone?

What would you want it to do for your book?

Bring us your challenges. Tell us your goals. We'll craft something that fits how you already sell.

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