Add a Compliant Savings Line — Without Replacing the Employer’s Current Broker
Built for licensed Benefits Brokers. Help employers capture budget-neutral savings (≈ $640 per employee annually) via compliant §105/§125 structures — no carrier change, no plan disruption. You earn $15 per employee per month in recurring income.
Designed Specifically for Benefits Brokers
Deploy as a renewal defense, mid-year relief lever, or RFP differentiator—without disrupting current coverage or BOR.
- Retention at Renewal: Defend accounts with measurable, budget-neutral savings.
- Mid-Year Relief: Implement without plan redesigns or network disruption.
- RFP Differentiation: Lead with compliant, payroll-driven savings.
- No Broker Displacement: Works alongside existing plans—no carrier change.
- Recurring Income: Earn $15 per employee per month while the employer remains active.
Broker-Friendly Implementation
Target clients/prospects with 30+ W-2 employees. Schedule a 15-minute compliance walkthrough with our specialists.
Licensed administrators handle education, documentation, and savings analysis. You’re copied throughout; no heavy lift.
Employer activates; you receive $15 per employee per month in recurring income—fully visible in your partner dashboard.
Zero conflict with broker-of-record. Benefits stay intact; savings layer on top.
Funded with existing payroll tax dollars—not new spend or plan changes.
IRS/ERISA/ACA documentation with third-party legal opinions and implementation support.
Watch: How Brokers Defend Renewals in 15 Minutes
90-second overview — muted autoplay style. Replace this placeholder with your Wistia/Vimeo/YouTube embed when ready.
What You’ll Learn (Quick)
- How savings are budget-neutral via payroll (≈ $640/employee/year).
- Exactly where brokers stay in the driver’s seat.
- What employers experience post-call (speed + docs).
- How $15 per employee per month residuals stack fast.
Prefer to read? Scroll to the FAQ below or book a 15-minute live overview.
Compliance-Aligned, Employer-Friendly
- ≈ $640 per employee per year in employer FICA savings
- Audit-ready documentation with third-party legal opinions
- No broker displacement; no plan or carrier change required
Broker compensation: $15 per employee per month residual while the employer remains active.
See How This Defends Renewals — In 15 Minutes
We’ll walk you through the mechanism, documentation, and the employer experience. Bring a live group scenario — leave with a clear activation path and transparent broker compensation details.
- ✔ No carrier change, no plan disruption
- ✔ Budget-neutral savings tied directly to payroll
- ✔ Broker compensation: $15 per employee per month
- ✔ Full visibility in your partner dashboard
🔒 No obligations — just a factual walkthrough. 100% compliant, 100% confidential.
⭐ Trusted by 500+ licensed benefits brokers nationwide
Frequently Asked (Broker-Specific)
Straight answers for licensed benefits brokers evaluating renewal defense and mid-year cost relief.
Do my clients have to change carriers, networks, or broker-of-record?
No. This operates alongside existing coverage under §105/§125. Carriers, networks, plan designs, and BOR remain intact. That’s why employers adopt it quickly.
How exactly am I compensated?
You receive $15 per employee per month in recurring income for every active employer. Payouts are monthly and fully visible in your back-office dashboard.
What do employers experience after the overview?
A savings analysis, implementation roadmap, and full compliance documentation. Typical employer time is under an hour; savings generally appear within one to two payroll cycles.
How long does implementation take?
Once approved, setup is fast—often within 2–3 weeks depending on payroll coordination and data availability.
What about employee communications and participation?
Administrators manage compliant communications and onboarding. Participation rates frequently exceed 80%, supporting both savings and employee experience goals.
Is this truly budget-neutral for employers?
Yes. Savings are driven by payroll tax reallocation (≈ $640 per employee per year on average). No new budget line is required. Insurance and workers’ comp offsets may amplify savings depending on the group.
Does this interfere with the employer’s current benefits broker?
No. It’s layered alongside existing plans. Employers keep their current broker, carrier, and plan design. Many brokers deploy this to defend renewals and strengthen client relationships.
How do I track my business?
Your back-office dashboard shows referrals, meeting status, active cases, training videos, and detailed commissions—in real time, for full transparency.
What’s my role vs. your role?
You bring the relationship and set the meeting. Our compliance team does the heavy lift—education, documents, activation, and ongoing support. You stay in the loop and on the record.
Is it compliant? What about audits?
Implemented by licensed third-party administrators with IRS/ERISA/ACA alignment and third-party legal opinions. The plan is audit-ready with documentation for every step.
Which payroll platforms are supported?
Works with major platforms (ADP, Paychex, Paylocity, Gusto, etc.). Administrators coordinate directly with payroll to configure the compliant adjustments.
What should I do first to get traction?
Book your 15-minute orientation. We’ll provide broker-specific scripts, a prospecting list framework, and your calendar flow—so you can put a live case on the board quickly.
Can this help win RFPs or defend challenged groups?
Yes. It’s a budget-neutral savings lever incumbents often miss. Use it to offset renewals, add value mid-year, and position yourself as a proactive cost-containment partner.