You're paying more every year for a plan your employees can't afford to use. Prior auths stall care. Deductibles eat the paycheck. And when you ask your broker what changed — they send you the same carrier with a bigger number.
If you can't remember, the plan isn't working. You're writing the checks. Your people are still avoiding care because the deductible's too high, the network's too narrow, or the prior auth takes longer than the injury. That's not a benefit — that's overhead.
Every year the premium climbs. Every year the coverage shrinks. And your broker tells you this is just how it works. It's not.
An employee needs an MRI. The doctor agrees. But the insurer wants 2 weeks to decide if they'll allow it. By then, your employee's missed work, the problem's worse, and trust in the plan is gone.
Year after year, the number goes up. Your broker sends the renewal letter like it's weather — unavoidable and impersonal. Nobody's fighting for you because nobody has a reason to.
When a routine visit costs $200 but the deductible is $4,000, your people do the math and skip the appointment. You're paying for coverage they can't afford to use.
Your employees had a doctor they liked. Then the plan changed networks. Now they're driving 40 minutes to an in-network provider they've never met — or paying out-of-pocket to stay with the one they know.
In a tight labor market, benefits should be a competitive advantage. But when your plan looks identical to every other group plan — same carrier, same deductible, same complaints — it's not moving the needle.
Your broker collects a commission from the carrier. Their incentive is to renew you, not to find you something better. When was the last time your broker brought you an option that wasn't from the same three carriers?
Health Access Solutions isn't insurance in the traditional sense — and that's the point. It's a co-op model where members share healthcare costs without a carrier extracting margin in the middle.
There's no network telling your employees which doctor they're allowed to see. No prior authorization standing between them and care. And because it's member-owned, unused contributions stay in the pool — which is why there's been $0 in rate increases since 2024.
From radio broadcasters to precision manufacturers — companies switching to HAS aren't going back.
This company was paying over $1,300 per employee per month on a traditional group plan — high deductible, regular double-digit rate increases, the usual story. After switching to the co-op model, they cut per-head costs significantly. Their employees had better access to care (no prior auth, no network restrictions). And at renewal: $0 rate increase. The 98.4% employer renewal rate tells you these aren't companies looking to switch back.
Companies across every industry are saving money, covering more employees, and actually getting thanked for their benefits.
Keith walks through the model, the math, and what a typical Twin Cities employer can expect in year one. No slides, no pitch — just how it actually works.
If you're paying $900+ per employee per month for a plan that generates complaints instead of loyalty, it's worth 15 minutes. Keith will pull a side-by-side comparison for your company — no pressure, no pitch deck, just math.
Pick a time that works for you. No commitment required.