In 2019, an automotive group of 2,500 FTEs, with 1,500 on a fully insured plan, approached us. Through benefits restructuring, we saved them $3 million annually upfront (a 20% immediate improvement), with an additional $2 million return on claim surplus at year-end, bringing total year one savings to $5 million (33%). Their annual savings have continued to grow for four years, as year end rebates have averaged $1.8 million and their health insurance costs have remained flat (i.e. 0% annual cost increase) despite national cost inflation exceeding 5%. They have made a series of acquisitions which doubled their employee count, and their improved benefits offering has been helpful in retaining talent.

We are in year four of the relationship, and both the client and LFH are delighted that cumulative savings are already well in excess of $20 million.

A nationally recognized, top-five publicly traded cannabis operator with 3,000 employees partnered with us to overhaul their rising healthcare costs. Prior to working with us, they were self-funded through Blue Cross and fully vertically aligned—yet still facing unnecessary overspend.

Through a strategic restructuring of their benefits approach, we transitioned them into a far more efficient self-insured model without altering employee benefit levels. This shift delivered immediate and measurable results.

The improved plan design created significant financial relief while maintaining a strong benefits experience for employees.

This IT management firm, dedicated to enhancing operations and cutting costs for clients, approached us to streamline their healthcare coverage. We started a dialogue in 2018, and the company quickly realized the strength of LFH’s value proposition. In year one, we were able to reduce upfront plan costs by $700k, which represented a reduction of 35%. In addition, given the way we structured their plan/offering, the company was in position to receive an additional $350k return of claims surplus at year end. This took total year one savings to over $1 million, which was well above a 50% savings year over year in healthcare spend.

This improvement in EBITDA was helpful as the company embarked on an acquisition spree over the next few years. So was the lack of plan cost inflation (<1.5%, relative to the national average of >5%). Savings for this company continued year over year over for the five years we worked with them.

The company reinvested some of the savings into the underlying employee benefit, lowering deductibles for full-time employees (in addition to the reduced premiums that benefited everyone).

A waste management company with operations across multiple US states was interested in improving profitability, and came to the right place. In the first year of working together, our solutions delivered substantial savings: $500k upfront (a 33% initial reduction), with an additional $325k from surplus claims returned at year end (which brought total year one savings up to 55% year over year). Notably, annual cost inflation remained below 1% for the duration of our 4 years working together, ensuring sustained financial stability and growth.

We were able to save them > $3.5m cumulatively over the 4-year life of our relationship, which equates to more than 2 years of their total annual healthcare spend in the year before we started working together.