Employee benefits strategy consulting for Michigan employers.
Benefits strategy is the work between renewals: deciding how to fund the plan, how much to contribute, which vendors to keep and how to keep costs and compliance in check. This is how we approach it.
Six decisions that shape your benefits cost.
Funding Approach
Whether fully insured, level-funded or self-funded with stop-loss fits your group, and when to revisit that choice.
Contribution Design
How much the employer pays by tier and plan, and how that choice steers employee behavior and cost.
Plan Design
Deductibles, networks and benefit levels that fit the workforce rather than last year’s habit.
Vendor and Pharmacy Management
Carrier, pharmacy benefit and ancillary vendors reviewed against results, not left on autopilot.
Compliance Calendar
Filing and notice deadlines tracked in advance so nothing is discovered late.
Employee Communication
Plain-language support so employees understand and use the plan well.
An annual cycle, not a one-time project.
Diagnose
Review the plan, claims, participation and renewal history to find what is actually driving cost.
Benchmark
Compare your plan and contributions against comparable employers so you know where you stand.
Model
Test alternatives with your own numbers before recommending a change.
Decide
Present options with their trade-offs so leadership can choose.
Implement
Handle carrier, vendor and administration changes so HR is not left with the workload.
Measure
Track results through the year and adjust before the next renewal.
Some renewals have no easy fix. We look at the whole program.
Look Beyond the Rate
When the market does not beat the renewal, savings can still come from contribution design, plan design and vendor terms.
Look at the Drivers
Specialty drugs, large claims and utilization patterns can be managed even when the rate cannot be negotiated.
Look Ahead
A multi-year plan reduces the odds of repeating the same difficult renewal.
Keep exploring.
Benefits Broker vs. Consultant vs. Agent
What each does and how each is paid.
ICHRA vs. QSEHRA vs. HRA
Choosing a defined-contribution approach.
Employee Benefits Broker Guide
What a broker should be doing for you.
Benefits Administration
Enrollment, carrier files, COBRA and employee support.
Compliance Services
Deadlines, filings and notices tracked for you.
Benefits Consulting Firms in Michigan
What to look for when choosing a firm.
Employee Benefits Strategy
The thinking behind a strong benefits program.
Self-Funded vs. Fully Funded
Which health insurance model fits your business.
What Is Level-Funded Health Insurance?
A guide for Michigan employers.
Questions about benefits strategy consulting.
What employers ask when they want more than a renewal.
What is the difference between a broker and a benefits consultant?
A broker places and services coverage; a consultant advises on strategy. At CFH the same team does both, so strategy and placement stay connected.
Is there a separate fee for strategy work?
Fee arrangements vary by engagement. We explain how we are paid at the start, and you can see how benefits brokers are paid in our guide.
Can you help if our renewal is flat and there are no savings?
Yes. We look at contribution design, plan design, pharmacy and vendor terms, and multi-year planning rather than rate alone.
How often should we review our benefits strategy?
Annually at a minimum, with the main work starting several months before renewal.
Do you work with HR teams that are small or stretched?
Yes. The point is to take work off HR, from renewal analysis to employee questions.
Do you work outside the renewal window?
Yes. Compliance deadlines, employee questions and plan reviews come up all year, and our team handles them as they do.
Related guides.
How to Switch Benefits Brokers
When and how a switch works.
Mid-Size Michigan Employers
Benefits for companies of 50 to 500.
Broker of Record Change
Form, timeline and what to expect.
Where the Rules Come From.
The laws and rules named on this page link to the statute or regulation they come from. This is general information, not legal or tax advice, and rules change, so check the current text.
COBRA Continuation Coverage (29 U.S.C. 1161)
Requires many group health plans to offer temporary continuation coverage after a qualifying event.
Send us your renewal.
We’ll tell you whether it looks competitive, where we see opportunity, and the five questions we’d put to your carrier. No cost, and no obligation to move anything.
The renewal letter
Your current plan summary
Contribution split by tier
Enrolled counts by tier
Four documents — two more if your group is 50 or more. Nothing else; every extra one is a reason to postpone.
An independent employee benefits consulting firm. We look at the entire benefits program: cost, plan performance, risk and administration.
Switch to CFH. Unhappy with your broker? Your employees won’t notice. You will. →