How Centivo can help employers save on healthcare costs

🚨 Employers are bracing for 10–11% medical renewal hikes in 2026 (Source: Nava Benefits). Last year, the average cost per employee was around $15,600. A 10–11% increase means businesses will be paying closer to $17,300+ per employee in 2026. That’s not just a number on paper — that’s payroll, retention, and competitiveness. But here’s the thing: companies that benchmark early don’t just accept the increase. They: ✅ Compare options before the renewal packet lands ✅ Get ahead of budgeting instead of scrambling ✅ Show employees leadership is protecting both paychecks and families 📊 Check out the chart below — this is what a “10–11%” increase really looks like year over year. 👉 If you’re a business decision maker or owner, now’s the time for a free analysis📊

US healthcare costs are climbing fast, projected to rise 8.4% next year, according to HUB International. A PEO helps companies: ▪️Get better employee benefits at reduced rates ▪️ Have predictable and stable benefits spend year over year ▪️Compete for US talent with better benefits plans See for yourself.

Healthcare costs are now the second largest expense for most U.S. businesses, right behind payroll. If you’re not treating it like a strategic line item, you’re already behind.

Most health systems aren’t struggling to administer compensation – they’re struggling with visibility, alignment, and strategy. That’s the difference between managing compensation and transforming it. ✅ Managing compensation means checking boxes and calculating pay. ✅ Transforming compensation means connecting it to performance, compliance, retention, and long-term sustainability. If your current system is reactive, siloed, or static, it’s not built for where health care is headed. It’s time to move from compensation administration to compensation intelligence. Learn how our solution helps you lead the shift > https://hubs.la/Q03MpQv20 #PhysicianCompensation #HealthcareFinance #CompensationStrategy #WorkforcePlanning

Scary truth... For mid-size employers (50-500 employees), only 2-4 people will decide next year’s healthcare plan for their entire workforce. Too often, those decisions focus on the lowest number on a spreadsheet, leaving employees struggling with unaffordable care, high deductibles, and inaccessible providers. Ask yourself: 🔹 𝗛𝗼𝘄 𝗺𝘂𝗰𝗵 𝗼𝗳 𝘆𝗼𝘂𝗿 𝗲𝗺𝗽𝗹𝗼𝘆𝗲𝗲𝘀’ 𝗽𝗮𝘆𝗰𝗵𝗲𝗰𝗸𝘀 𝗮𝗿𝗲 𝗲𝗮𝘁𝗲𝗻 𝘂𝗽 𝘄𝗵𝗲𝗻 𝘁𝗵𝗲𝘆 𝘂𝘀𝗲 𝘆𝗼𝘂𝗿 𝗽𝗹𝗮𝗻? 🔹 𝗗𝗼 𝘁𝗵𝗲𝘆 𝗵𝗮𝘃𝗲 𝗮𝗰𝗰𝗲𝘀𝘀 𝘁𝗼 𝗵𝗶𝗴𝗵-𝗾𝘂𝗮𝗹𝗶𝘁𝘆 𝗽𝗿𝗼𝘃𝗶𝗱𝗲𝗿𝘀 𝘄𝗶𝘁𝗵𝗼𝘂𝘁 𝗱𝗿𝗮𝗶𝗻𝗶𝗻𝗴 𝘁𝗵𝗲𝗶𝗿 𝘀𝗮𝘃𝗶𝗻𝗴𝘀? 🔹 𝗔𝗿𝗲 𝘁𝗵𝗲𝘆 𝘀𝘂𝗽𝗽𝗼𝗿𝘁𝗲𝗱 𝗶𝗻 𝗴𝗲𝘁𝘁𝗶𝗻𝗴 𝘁𝗵𝗲 𝗿𝗶𝗴𝗵𝘁 𝗰𝗮𝗿𝗲, 𝗮𝘁 𝘁𝗵𝗲 𝗿𝗶𝗴𝗵𝘁 𝘁𝗶𝗺𝗲, 𝗶𝗻 𝘁𝗵𝗲 𝗿𝗶𝗴𝗵𝘁 𝗽𝗹𝗮𝗰𝗲? These decisions impact your employees’ health, finances, and families. 𝗕𝗲 𝘀𝘁𝗿𝗮𝘁𝗲𝗴𝗶𝗰. 𝗧𝗵𝗲𝘆 𝗱𝗲𝘀𝗲𝗿𝘃𝗲 𝗶𝘁. #Benefits #Decisions #Healthcare #HR #CFO #CEO

Rising health care costs could soon shift more financial responsibility onto employees. 📊 In 2024, employers covered 75–85% of plan costs, with workers paying the rest through premiums (KFF). But a recent Mercer survey suggests that in 2025, companies may begin passing a larger share of these expenses on to workers. 💡 What can employees do? Now’s the time to review your benefits, understand your options, and plan ahead for potential changes. To learn more, visit https://bit.ly/3Vb28XP. #Healthcare #OpenEnrollment

Stop trying to make one plan fit everyone! Small and midsized companies have a major control issue, not just a cost issue. Traditional group plan renewals lock you into renewals you can’t predict and plans that don’t fit your employees. If your 2026 renewal looks rough, it’s time to model an ICHRA for a side-by-side comparison to your group plan. ICHRAs work because: - Costs are predictable with a defined contribution strategy - ACA compliant with affordability safe harbors - Employees get to choose vs an employer guessing on their behalf - Portability: employees now own their own healthcare #aca #ichra #hr #hrhelp

Here’s a question you’ve likely asked yourself, or been asked as an HR professional, “How do I know which plan will fit my healthcare needs best? The answer isn’t one-size-fits all. It depends on healthcare usage, financial goals, and risk tolerance. Visit the link below to see the pros, cons, and key considerations of each plan type. Get rid of the guesswork. Empower your team to make informed decisions about their healthcare! https://lnkd.in/eAG6Fs65 #EmployeeBenefits #BenefitsEducation

𝐖𝐚𝐧𝐭 𝐭𝐨 𝐠𝐮𝐚𝐫𝐚𝐧𝐭𝐞𝐞 𝐲𝐨𝐮𝐫 𝐞𝐦𝐩𝐥𝐨𝐲𝐞𝐞𝐬 𝐜𝐨𝐦𝐩𝐥𝐚𝐢𝐧 𝐚𝐛𝐨𝐮𝐭 𝐛𝐞𝐧𝐞𝐟𝐢𝐭𝐬? Spring a change on them at open enrollment with no context. Here’s the problem: employees hate change. Here’s the bigger problem: you can’t control costs without making changes. The answer isn’t to avoid change. It’s to communicate better. Talk early. Talk often. And focus on helping employees understand how to use their benefits wisely. The payoff? Informed employees. Smarter decisions. Better health outcomes. Lower out-of-pocket costs—for everyone.

Employee benefits are expensive. But losing a provider? Even more. 👉 Patients left waiting 👉 Teams stretched thin 👉 Revenue out the door 📊 SHRM’s 2025 Benefits Survey found that 75% of workers would consider leaving if benefits didn’t meet their needs. In hearing health, where everyone knows everyone, “standard” benefits might be the reason your top talent takes the call from the clinic down the road. Your benefits don’t just cost money—they decide whether people stay. ⬇️