Broker playbook for 2025-2026 renewals

According to Mercer, 51% of large U.S. employers plan to raise out-of-pocket costs in 2026, pushing workers to find alternative options—and pushing CFOs to look for any alternative to avoid another bloated renewal.

Brokers stay relevant. Businesses save and retain employees.

Use it as:

🔹 A supplemental option alongside high-deductible plans
🔹 A stand-alone offering for hourly, gig, or part-time workers
🔹 A COBRA alternative that is affordable

­Check out our plans

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The employer benefits playbook is changing—and fast.
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As premiums rise and utilization stalls, more companies are shifting away from bloated insurance models and toward modular, employee-centric care strategies.

At the heart of this transformation is the Health Savings Account (HSA)—a powerful, tax-advantaged tool that’s no longer just an add-on but the foundation of a modern health benefits stack.

When paired with lower-cost health plans like Vativis or HDHPs, HSAs allow both employers and employees to take control of their health dollars.

Employers can fund HSAs without locking into a high-cost group plan.

Employees use pre-tax dollars for real care: doctor visits, prescriptions, therapy, labs.

Any unused funds roll over year after year—unlike FSA “use-it-or-lose-it” models.

It’s not just about cost savings—it’s about empowerment.

Average employer-sponsored coverage is now over $8,400/year for single coverage.

Position Vativis or other discount health plans as the answer to:

Talking Point:

“You don’t need to choose between cutting benefits and cutting costs. You need better benefit options.”

Employers are raising HSA contribution limits—align this with high-deductible plans plus Vativis.

This protects against major claims while Vativis reduces everyday care costs (Rx, labs, telehealth, DPC).

Sample Framing:

“Pair your HDHP with Vativis to cover everyday care, and increase your HSA contribution for catastrophic peace of mind. The result? Happier employees and flatter spend curves.”

Vativis-type plans cover mental health, telehealth, and Rx—the most used, yet least-covered, services in many high-deductible or limited MEC plans.

Use this to frame it as a competitive edge in labor-heavy industries.

One-Liner for Employers:

“This isn't just about saving costs—it's about keeping your people from walking out the door.”

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Traditional insurance either delays access with referrals or prices therapy out of reach.

New solutions fill the gap:

­Mental health

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With rising deductibles, employees skip in-person care—even for chronic issues.

Direct Primary Care (DPC):