Save Without
Reducing Benefits
Most California businesses are overpaying for benefits. We find what's being wasted — without touching anything your employees actually value.
Get a Free BENEFITSOLOGY™ ReviewReal California Client · One Year
$332,599
saved in a single year — without reducing a single benefit
The Case Study
A California business with 102 employees came to Terry Denesha content with their benefits program. They weren't experiencing a crisis — they were curious. They'd heard about BENEFITSOLOGY™ and wanted to know if there was anything left on the table.
There was $332,599 per year left on the table.
Terry and the team investigated every aspect of their benefits program — medical, dental, vision, life, disability, long-term care, wellness, and 401(k). They analyzed the contribution structure, reviewed claims data, benchmarked against current market rates, and identified every tax inefficiency. The savings came without reducing a single benefit that employees had come to rely on.
What Was Analyzed
- Medical plan (carrier + plan type)
- Dental and vision
- Group life and disability
- Long-term care options
- Wellness program
- 401(k) structure
- Contribution strategy
- Tax optimization (Sec. 125, HRA, HSA)
Result: $332,599 in annual savings. 102 employees. Zero benefit reductions.
Where the Savings Come From
Five systemic problems that cost California businesses thousands per year — most employers don't know they exist.
Auto-Renewing Without Shopping Carriers
Most businesses accept the renewal quote every year. Carriers count on it. Shopping the full market at renewal is the single highest-leverage action available — and most brokers don't do it.
Inefficient Contribution Structure
How you split premiums between employer and employee affects both your tax burden and the employee's take-home pay. Most businesses have never optimized this split — they just inherited whatever the previous broker set up.
Wrong Plan Type for Your Group's Health Profile
A younger workforce may thrive on an HDHP + HSA. An older workforce with chronic conditions might be better served by a PPO. Generic brokers don't analyze your actual population — they offer the same 2–3 plans to every client.
Ancillary Benefits Paid by Employer
Dental, vision, life, and disability benefits can often be structured as voluntary (employee-paid with pre-tax dollars). Employees keep the benefit at no out-of-pocket increase. Employers eliminate the premium expense entirely.
Missing Section 125, HRA, or HSA Opportunities
Section 125 cafeteria plans, Health Reimbursement Arrangements, and Health Savings Accounts are powerful tax tools — and most California businesses either don't have them or haven't structured them correctly.
What a Full BENEFITSOLOGY™ Review Covers
Most brokers look at your medical plan. Terry looks at everything. Every line item in your benefits budget is fair game for optimization.
Start My Free Review- Medical plan type, carrier, and network
- Dental and vision plan design
- Group term life coverage levels
- Short-term and long-term disability
- Hospital indemnity and accident coverage
- Critical illness and cancer policies
- Long-term care options
- Wellness program integration
- 401(k) and retirement plan structure
- Contribution strategy (employer vs. employee split)
- Section 125 cafeteria plan setup
- HSA and HRA opportunities
- Claims data analysis and trend review
- Renewal benchmarking vs. full market
- Employee education and open enrollment process
Protect Your Family.
Let's Find Your Coverage.
Life insurance and employee benefits. No pressure, no commitment. Just real guidance from two people who pick up the phone and tell you the truth.
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