A smaller group may need a different plan, not the same one.
After a layoff, review plan design, contributions and funding for the group as it stands now, before the renewal.
What to look at on the smaller group.
Plan Design
A smaller, differently mixed group may fit a different plan design than the one built for the larger group.
Contributions
The employer contribution strategy may need a second look when the tier mix shifts.
Renewal Timing
Carriers price at renewal on the group they see then, so the review works best well before the renewal date.
How it plays out.
A group that lost a meaningful share of its staff is not the same group the plan was built for. The mix of single and family coverage can change. So can the average age and the claims pattern.
Plan design should follow that mix. A design chosen to suit a larger group, with its spread of risk, may not be the best fit for a smaller one. The same goes for how the employer contribution is split across tiers.
The review works best well ahead of renewal, when there is time to compare options. After the carrier has priced, there is much less room to change the outcome.
How we help.
A broker should take work off a smaller HR team, not add to it.
Run It Through DATUM
We help run the smaller group through our renewal process and show where the number comes from.
Compare Options
We help compare plan designs and carriers for the group as it stands today.
Plan the Timeline
We help set the dates so the decision is made before the renewal.
What the review covers.
Profile the New Group
Look at tier mix, age and claims for the group as it is now.
Test Plan Designs
Compare designs against that profile, including deductibles and networks.
Review Contributions
Check the employer contribution by tier against the new mix.
Set the Decision Date
Work back from the renewal date to set when each choice is due.
Mistakes that cost money.
Renewing As-Is by Default
The old design may no longer fit the group.
Reviewing Too Late
Options narrow once the carrier has priced.
Looking at Premium Alone
Plan design and contribution change the cost to employees as well.
Related guides.
Right-Sizing HR After Layoffs: The Benefits Workload
The full picture.
Participation and Contributions After a Layoff
Carriers set participation and contribution requirements.
Is HR carrying more than it should?
Tell us what changed, and we will show you what to take off the desk.
Your renewal letter
Your census
Your current plan documents
Your renewal date
Rough answers are fine. We build the numbers from there.
An independent employee benefits consulting firm. We look at the entire benefits program — cost, plan performance, risk and administration.
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