Sympl Insights

Most employers raise deductibles and premiums every year. Learn how helping employees make informed healthcare decisions can break this cycle.

A 250-employee company switched to self-funded insurance and saved $360,000 on prescription drugs. Here's what they changed and how it worked.

Most employers agree on one thing: healthcare costs keep rising. Year after year, carrier networks get narrower, premiums increase, and when contract disputes happen between carriers and providers, employers and employees are the ones left dealing with the fallout. Care gets disrupted. Costs spike. And leadership is forced to react instead of plan. Yet despite these challenges, many benefits conversations still revolve around the same approach employers have used for years: s

As you settle into the new year, pharmacy benefits probably aren't top of mind. But if you're thinking about making changes to your PBM at any point this year, the clock is already ticking. Here's the reality: most pharmacy benefit managers (PBMs) need at least 90 days to implement a new contract. That's three full months just for setup. The Contract Timing Problem Let's walk through what typically happens. Your broker shows up in late summer or early fall with renewal option

Don't wait until next fall. Michigan employers can start planning a better 2026 renewal right now by understanding what drove costs up and exploring new options.

A lot of employers stick with their broker because things seem fine. They're responsive. They've been around for years. You don't want to shake things up. But being responsive doesn't lower your claims. And it doesn't protect you when networks fall apart. Southwest Michigan saw this when Bronson warned it could go out-of-network with UnitedHealthcare. One contract dispute, and suddenly your employees' care gets disrupted and your costs spike. If your broker isn't showing you

Southwest Michigan health systems offer direct contracts that cut costs and improve benefits. Here's how employers are using them instead of traditional networks.

Most employees navigate healthcare alone, leading to costly ER visits, wrong facilities, and surprise bills. Here's how real support changes that.

Your broker cut your renewal from 18% to 10%. But your premiums still rose, benefits thinned, and the cycle continues. There's a better way to manage costs.

Your health insurance renewal isn't broken—it's working exactly as designed, just not for you. Here's what Michigan employers need to know about misaligned incentives.

Rising premiums don't have to be inevitable. Learn how combining smart technology with personal guidance helps small businesses reduce healthcare spending.

Most healthcare is planned, not emergent. When employees see costs before care, they make smarter choices. The result? Stable premiums and better coverage.

It’s renewal season again.The spreadsheets come out, the carrier emails roll in, and the same familiar pattern begins: Premiums rise. Budgets tighten. Employees get higher deductibles. And you’re asking the same question you asked last year. “How do we keep healthcare costs from spiraling again?” The Problem: No clear view of where your money’s going For many employers, the real problem isn’t just the rising price of healthcare, it’s the  lack of visibility  into what’s drivi

Self-funding isn't as risky as you think. Use your actual claims data to see if it's right for your company. Get facts, not guesswork, with Sympl Benefits.

Misaligned incentives drive healthcare costs up. Learn how realigning them helps employees make informed decisions, lower claims, and stabilize premiums.

Healthcare hides costs until after service delivery. What if employees saw pricing before appointments? Learn how transparency drives better decisions.

Michigan insurers request 16.8% rate hikes for 2026. Smart employers are choosing SymplCare's guided healthcare approach over traditional plans.

Learn about cost implications, treatment duration, and comparisons to gastric bypass surgery for informed decision-making.

GLP-1 medications cost $14K annually, 30% of median US income. Employers struggle with rising healthcare costs.