A line in the budget you can shrink — without touching services or taxes.
Cities, counties, and public agencies carry large, stable workforces and rising health costs that land on taxpayers. This strategy lowers that spend without changing the plan your employees rely on.
Big payrolls, fixed budgets, and a cost that only rises.
Public payrolls run into the hundreds and thousands of benefit-enrolled employees — and health cost climbs with every one. Based on historical client data, the program has averaged $6,000–$8,000 in annual savings per participating employee — $600,000–$800,000 a year per 100 participants. Results vary by workforce and plan design.
Every premium increase competes with services, staffing, and reserves. There's rarely new revenue to absorb it.
Public workforces tend to carry high qualifying coverage overlap — the composition where the strategy performs best.
Dollars back to the budget — without raising taxes or cutting services.
For a city or county, every dollar lost to rising premiums is a dollar not spent on residents. This recovers spend from a line you're already paying — and returns it to where it was meant to go.
Designed to survive the most transparent approval process in America.
Public decisions get reviewed — by finance, by HR, by counsel, by labor advisors, by your existing benefits consultant, and eventually in an open meeting. This program expects that.
Nothing about your plan, your carrier, or your employees' coverage changes.
One hour with your finance team. A model built on your census. Then it's your call.
A confidential model, built from your de-identified census, shows how much of this opportunity your workforce actually holds — before you commit to anything.