9–10%
Projected increase for 2027, forecast by every major consultancy. Most employers will absorb it, because their plan is financed in a way that guarantees they will.
Aon · Segal · WTW · PwC, 2027 healthcare cost projections
$26,993
Average family premium, up 6% in a single year, 26% in five, and 53% over the decade. Nobody voted for any of it.
KFF Employer Health Benefits Survey, 2025
$2,662
What your people absorb every year on family coverage that a large employer’s staff do not, carrying a deductible 58% higher on top of it. A pay cut you never gave. It shows up as a resignation, not a line item.
KFF 2025: $8,889 against $6,227 at firms of 200+; deductibles $2,631 against $1,670
67%
Of covered workers are in self-funded plans. If that is you, you are not buying a benefit. You are financing your employees’ healthcare use , and being charged as though you were not.
KFF, share of covered workers in self-funded plans
The renewal is not when this happened. It is when you found out. Cost builds all year, the increase is presented as a market condition, and auto-renewal gets treated as a decision when it is only a default. Companies your size are also more likely than large employers to believe there is no affordability problem at all.
$18,790
Per concluded wage-and-hour action. Investigations are down 35% since 2020. Penalties are up 228%. It has never looked safer and never cost more.
US Department of Labor, Wage & Hour Division
79.4%
Of that is overtime. One misclassified role, applied across a year.
DOL WHD, FLSA back wages
$2,970
Per employee if you cross 50 full-timers and fail the ACA offer test. Commonly-owned entities are aggregated in that count . Multi-entity groups fail it without knowing they qualified.
IRS, IRC §4980H(a)
$165,514
A single willful or repeated violation. Failure to abate accrues daily after that.
OSHA penalty schedule
“We have never completed an HR Profit & Risk Review without finding recoverable profit.”Lianne Rubbo · Director of HR Services · HR Sources Pro
Someone whose only job here is your company and the people in it.
A broker’s job is to place coverage. They know the carriers, they know the products, and they are paid when you buy. That is a real skill, and it is not the same skill as knowing what a plan will do to your company.
Lianne has run HR at scale. She reads a benefits package the way your people will actually experience it: what it does to hiring, to who stays, to the person reconciling payroll every month, and to your exposure when something goes wrong. She knows which lines are negotiable and which are theatre.
So she reads what is on the table, takes it to market, brings the bids back to you, and works the process from your side of it. Not selling you something. Sitting with you while you decide. And when the decision is made, she can stay for the implementation if you want her to.
We are not paid on your premium. We have saved companies millions on benefits, and the measure of this is not what you buy. It is whether the business runs better afterwards, and whether your people feel it.
$310K
First-year savings on her most recent Review
60
Days from decision to fully implemented
25+
Years running HR and operations
$0
In broker fees
What you pay, what you actually receive for it, how much your employees carry, and what the same coverage costs elsewhere. Usually where the money is.
Where the risk actually sits, what leaks to the carrier, and whether the structure is the reason your renewal looks the way it does.
How it runs, what it costs, and how many hours a month it quietly consumes.
Whether your class codes and rates are correct, and whether claims are being managed or simply filed.
ACA, COBRA, wage and hour, handbooks, required training. Expensive in a way that stays invisible until it is not.
Whether a new hire’s first day runs itself, or costs three people a morning.
A short, plain breakdown: what you are spending today, and what you could be spending instead. No jargon, no fifty-page report.
Alongside it, a conversation about how the work actually gets done in your company: where the manual effort sits, where the exposure is, and what we would change.
What we need from you
A short list, most of it downloadable straight from your current providers.
The two we cannot run without are your most recent payroll register and your employee census. Both are standard reports your payroll system already produces.
A recent engagement
$310,000
saved in the first year
223 employees · IT and managed services
60 days from decision to live
An IT and managed-services firm with a 223-person team. Lianne ran the Review across their benefits, their costs and the way the work was actually being done, then took the whole programme to market.
Benefits premiums came down and the coverage got better, not thinner. A full technology rollout replaced the manual employee management they had been living with, and their own managers were trained on it, so the hours their people spent administering HR came down as well.
Sixty days from decision to fully implemented. The service provider handled the rollout. Lianne managed the project from start to finish.
$500. No meeting, no qualifying call, no gate. Pay and the intake opens immediately, and we tell you plainly if there is nothing here for you.
Show me what I should be paying · $500Prefer to talk first? Book fifteen minutes.
Sources and limits. 2027 projections are the published forecasts of Aon, Segal, WTW and PwC. Premium, deductible and self-funding figures are the KFF Employer Health Benefits Survey; KFF’s mid-market band is firms of 10–199 workers, so at the upper end of our 5–500 range the comparison is indicative rather than like-for-like. Enforcement figures are US Department of Labor Wage & Hour Division, all acts. The ACA figure is the IRS indexed §4980H(a) amount. OSHA figures are the published maximum penalty schedule. Savings described are from prior engagements and are not a prediction of your result. Nothing here is legal or tax advice.