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# When 10 + 10 + 10 = 33.1

Math can be a funny thing. Just when you think you know how it works, there are other ways of looking at the same numbers and coming up with a different solution. The title of this post is a great example of what I am talking about.

If your organization receives a renewal of 10% a year for three consecutive years, you don't actually have a 30% increase over that period, but a 33.1% increase (just like compounding interest). Therefore, controlling your medical renewals is so important to small and mid-size organizations. Every year those renewals get out of control have a compounding, long term impact on your budget.

Let's look at two examples, a traditional open market renewal trend vs a PEO renewal trend.

We will call the organizations "A" and "B" and they both had a \$500k medical premium in 2016 and have 50 employees. They renew in January of each year. Here are how their renewals look and the financial impact.

Company A - open market benefits with 14% renewals

In this example, Company A who is not in a PEO relationship sees an increase of 48% in their premiums over three years and a \$240k increase (fun math formula below).

Principal = Premium​​ Annual Rate = Renewal Rate

Compounds = Number of Renewals a Year

Company B - PEO benefits with 8% renewals

Company B decided to partner with a PEO as part of cost containment strategy. Over the same period with the same baseline for premium, their overall costs increased by 25% and \$129k.

To put it in perspective, the average premium per employee with Company A in 2019 is expected to be \$14,800. That same premium for Company B in the PEO relationship is trending at \$12,580.

Those are some big numbers.

One of the many advantages of a PEO not just in a cost containment strategy and divestiture of risk, but in a true benefits strategy. One that can help design a game plan for your organization over the next 3-5 years to help further reduce renewal rates and costs.

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