Is there a minimum company size for employer cost containment?

One W-2 employee. There is no floor. At roughly $2,000 per employee per year, twelve people is $24,000 and fifty is over $100,000. The ratio holds because savings are per person, not per contract.

Do small employers have to change brokers?

No. Save with Benefits is not appointed on your plan. Bring your broker into the conversation; they get to deliver a better number without doing the work of finding it.

How much work is this for a company without an HR department?

None. Enrollment, member communication and vendor relationships are all handled. Most programs are backwards compatible with existing payroll systems. Live in 30 to 45 days.

Can an employer save money without offering health insurance?

Yes. Several programs work without a health plan: $0-copay pharmacy, virtual care, dental and vision, plus indirect spend across 60+ categories unrelated to benefits. Some employers start here and add coverage later, funded by the savings.

1 TO 100 EMPLOYEES · NO MINIMUM · $0 UPFRONT

Who is looking out for you?

Bring us your challenges. Tell us your goals. We'll craft a cost-saving solution, with benefits traditionally too costly for anyone but the Fortune 500.

THE RENEWAL ON YOUR DESK

Will you accept another 15 to 45%?

For a 40-person company that's a six-figure decision, made by someone who doesn't work for you and won't explain it.

The usual options are all bad: raise the deductible, shift cost to your people, or absorb it. Each one costs you somebody good.

There is a fourth option. It just isn't on the shelf you were shown.

WHAT 50 PEOPLE IS WORTH

$100,000+ per year for every 50 people

$2,000+ per employee per year, recurring

30 to 45 days to live, fully managed

Nobody laid off nothing cut, coverage improves

WHAT THE MONEY MAKES POSSIBLE

What would you fund first?

The raise, the hire, the equipment, the program you've been wanting to offer. This is where it comes from.

Keep your best people

$0-copay prescriptions for the whole household, unlimited virtual care, same-day behavioral health. Benefits that beat what larger competitors offer, at a cost that goes down rather than up.

Fund the thing you shelved

Indirect spend across 60+ categories, entirely outside benefits: supplies, insurance, telecom, waste, merchant fees. 10 to 30%+ back, and it pays for whatever didn't make the budget.

Stop the annual dread

Level-funded structures recover 8 to 15% of carrier margin and hand back your claims data, so next year's renewal is a conversation you can actually have.

THE PART NOBODY TELLS YOU

Why does size decide what you're offered?

Because most programs are sold on volume, and a 40-person company isn't worth the sales call. We aggregate, so the price you get is the price a much larger employer gets. Same programs, same contracts, same economics.

Your headcount decides your total. It doesn't decide your rate.

WHAT SMALL EMPLOYERS ASK

The questions you're already thinking.

Are we too small for this?

Do we have to leave our broker?

We don't have an HR department. How much work is this?

What if we don't offer health insurance yet?

What would you do with the money?

Bring us your challenges. Tell us your goals. We'll craft a cost-saving solution, at no cost to find out.

See your savings