BENEFITRA is your independent benefits brokerage and home to the Taft Hartley plan. We compare all seven plan strategies to find the right fit, backed by free tools to model your decision.
*70% of companies say yes once quoted. We show all the options. The right one becomes obvious.
Better benefits, better retention. Less recruiting cost, more institutional knowledge.
Use your own data and projections. Every tool is free, no sign-up required.
See exactly how different funding strategies handle your specific claims scenario and how much you could save over 2 to 6 years. Model renewals across fully insured, self-funded, captive, and more.
Best for: Employers, Brokers, Risk Managers
Stress Test Your Renewal →Translate your benefits spend into measurable returns. See how your investment in employee health impacts retention, productivity, and your bottom line.
Best for: HR Leaders, Employers, CFOs
Calculate Your ROI →Project your health plan costs across funding strategies. Compare self-funded, level-funded, strategic captive, Taft Hartley, PEO fully insured, and fully insured approaches to find the right fit for your organization.
Best for: Employers, Brokers, Benefits Consultants
Project Health Insurance Costs →Planning an exit in the next few years? See how simple improvements to HR, benefits offerings, and compliance processes can impact your expected sales value based on business industry sales databases.
Best for: Employers, Brokers, CFOs
Value Your Business →Answer a few questions about your company and get a personalized savings roadmap with verified estimates and employee impact ratings. Explore 25+ strategies tailored to your situation.
Best for: Employers, Brokers, Benefits Consultants
Build Your Strategy →Compare any two of six funding arrangements side by side. Model working capital, float interest, contract protections, and the break even crossover a CFO actually underwrites.
Best for: CFOs, Employers, Brokers
Run the Cash Flow Model →Get a free, no-obligation benefits analysis comparing all seven strategies for your business.
Book Your Free Consultation →Anonymized client outcomes from the past 24 months. Source documents available under NDA on request.
We came from ADP and would've been happy just saving the 28% on workers' comp. What we didn't expect was real employee benefits, faster support, and a simpler experience across the board. Easier to hire, easier to retain good people, and morale is stronger. We came for the savings and ended up with a partner that helps our business win.
FOUR PAWS USA — a Taft-Hartley plan turned a health-only budget into full coverage.
Cambridge Biotherapies — BCBS → MGB at ~half the cost, then a Taft-Hartley plan for more.
A 28-person MA brokerage moved off fully-insured Blue Cross to a Taft-Hartley plan.
Taft-Hartley structure via Central States Joint Board. IRS Section 414 handles multi-entity. ERISA-grade quarterly audits. The honest plan limits surfaced on day one.
No changes to network, deductibles, or what employees pay out of pocket.
Compounding year over year as the prior trajectory continues to widen the gap.
Full Grip Games — 52% cheaper on a comparable plan; they upgraded the plan and still cut total cost 40%.
Comparable plan, deductible cut in half ($1,000 → $500), broader network — and a worst-case spend that no longer swings.
Benefits restructured into a recruiting tool — total comp impact several multiples of the cost change.
Lower deductible, broader network, multi-state hiring unlocked. 6-year savings projected to scale into seven figures as headcount grows.
Each case shows the carrier and funding mechanism the client moved from, the specific trigger that brought them in, the headline outcome as a percentage (so you can apply it to your own spend), and what changed under the hood. We've omitted client names and headcounts so you can map yourself onto the cases by situation, not by size.
Source documents — quote comparisons, premium tables, renewal letters — available under NDA on request.
Seven funding strategies modeled on your actual census, your actual carriers, your actual renewal pressure. No obligation, no pitch — just the comparison.
Get my comparisonTwelve short questions. We grade your business across the six funding arrangements we model — no pitch, just an honest read on what fits before you spend an hour on a sales call.
We compare every option so the right one becomes obvious. Most buyers do not know all seven exist.
Our independent, multi-employer Taft-Hartley plan. Built for groups that want big-pool stability without surrendering control of their HR.
Learn more →Predictable monthly payment with a year-end refund when claims run low. A common first step away from fully insured.
Learn more →You pay actual claims plus stop-loss protection. Maximum transparency, maximum upside when your population stays healthy.
Learn more →Pool your stop-loss risk with other employers. Lower volatility than going alone, more leverage than fully insured.
Learn more →The traditional model. Carrier takes the risk, you pay the renewal. Simple, but you lose the savings when claims are low.
Learn more →Fully insured coverage delivered through a Professional Employer Organization. Bundled HR, payroll, and benefits administration.
Learn more →Reimburse employees for individual marketplace plans. Ditches the group-health renewal cycle entirely — fixed-cost, employee-choice.
Learn more →Expert analysis on premium trends, legislative changes, and benefits strategy.
Real feedback from real clients — verified by Google.
Trusted by businesses and individuals across the country.
