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Using Benefit Analysis to Drive Smarter Decisions - Borislow Insurance

Amie Holden, Executive Benefit Analyst at Borislow Insurance — Wed, 03 Dec 2025 17:30:00 GMT

Every employer has a unique vision for its workforce. Some organizations aim to attract top engineering talent, while others focus on maintaining a healthy, satisfied team without adding extra complexity. My role as a Benefits Analyst at Borislow Insurance is to understand those goals deeply and shape benefits strategies that bring them to life. No surprises should emerge during onboarding because we should already know what matters most to our clients and what they hope to achieve.

At Borislow, we view the client relationship as a continuous cycle. From the first conversation to annual renewals, we stay engaged throughout the year. We listen to evolving needs, anticipate challenges, and plan well ahead of deadlines. A key part of this process is a formal strategy meeting. That meeting is a collaborative discussion, not just a slide presentation. We ask open-ended questions, uncover priorities, and help clarify objectives. When the renewal period arrives, we already share a clear understanding of the company’s goals and can provide tailored recommendations.

From Complexity to Clarity

Benefit analysis is central to everything we do. Clients often receive proposals that stretch to ten pages or more, filled with dense data and industry jargon. Without careful analysis, they would need to sort through every detail on their own. My responsibility is to turn those lengthy proposals into clear, digestible presentations that tell a story. I break down plan designs, highlight cost comparisons, and present side-by-side options that make the impact of each choice easy to follow.

Benchmarking adds another layer of insight. We evaluate a client’s benefits against state and national standards as well as organizations of similar size. This gives employers a realistic view of where they stand in a competitive market and helps them decide whether to enhance offerings or focus on cost control while still meeting employee needs.

Cutting Waste and Closing Gaps

One of the most powerful aspects of benefit analysis is identifying underused benefits. A client of mine was paying $12,000 each year for identity theft protection for employees. When I reviewed the utilization data, it turned out that participation was extremely low. The client had no idea the benefit was barely used. With that information in hand, they chose to redirect the budget toward benefits that employees would value more. This was a clear example of how data-driven decisions can create immediate savings and improve overall employee satisfaction.

Another example involves long-term disability coverage. During strategy meetings, I routinely analyze coverage to make sure employees, especially higher earners, have proper protection. Without careful review, gaps can appear that only become visible when a serious event occurs. I worked with a client who had not realized that some of their top earners would face significant income loss if they became unable to work due to illness or injury. After reviewing the data together, we adjusted their plan to close that gap before any crisis happened. This kind of proactive planning gives both employers and employees peace of mind.

Beyond the Spreadsheet: Real-Time Collaboration

Accurate data makes confident decision-making possible, yet numbers alone do not capture the full picture. A modest cost increase might be worthwhile to maintain continuity for employees, while a lower-cost option could create disruption that outweighs any savings. I help clients look beyond the spreadsheet to understand the human impact of every choice.

Guidance for Business Leaders

For leaders working to align benefits strategy with broader company goals, partnership and trust are essential. Build a strong relationship with your broker and be transparent about what you want to achieve. Identify your top priorities early, whether they involve cost management, talent retention, or enhancing the employee experience. Avoid the temptation to review every possible data point because too much information can cloud the real objectives. Concentrate on the analysis that directly supports your goals and rely on your broker to guide the process.

Communication and education play a vital role once decisions are made. By the time plan changes reach employees, the analysis is complete and the strategy is set. At that point, success depends on how well employees understand their options and how confidently they can navigate the new plan. Whether it involves explaining a change in co-pays or preparing for a new carrier, clear and proactive communication ensures that employees feel informed and supported.

Beyond the Numbers

Benefit analysis and strategy is ultimately about people. It requires empathy, trust, and a willingness to look beyond spreadsheets and charts. While data provides the foundation, the relationships we build with clients bring that data to life. Every recommendation is shaped by an understanding of the organization’s culture, workforce, and long-term goals. That is what makes this work rewarding. Helping clients design benefits that reflect their values and support their employees is more than a job. It is a partnership built on insight, transparency, and care.

Winners of Excellence Award - Borislow Insurance

Borislow Insurance — Tue, 18 Nov 2025 17:00:00 GMT

Borislow Insurance, a leader in innovative insurance solutions, proudly announces the winners of the latest round of the Commitment to Excellence Award: Mikayla Fier of the Jewish Community Day School, Kathryn Pelletier of Miami Country Day School, and Anne Peterson of Kimball Union Academy.

The award recognizes outstanding educators who elevate educational standards, innovate teaching practices, and enhance learning environments for students. Mikayla Fier, Kathryn Pelletier, and Anne Peterson all embody the values of excellence, inclusivity, and inspiration that define Borislow Insurance’s steadfast commitment to empowering the education community. We are thrilled to honor their significant contributions and persistent eﬀorts to improve the quality of education.

Enhancing Literacy at the Jewish Community Day School
Mikayla Fier, a First Grade General Studies Teacher at the Jewish Community Day School, demonstrates exceptional community connection that enhances her equally outstanding teaching efforts. She goes above and beyond to proactively elevate first-grade literacy instruction, helping students achieve literacy milestones well ahead of schedule. Mikayla shows genuine commitment to her school community, participating in school social events and overnight programs.

“She truly exemplifies what an excellent teaching team looks like: creative, collaborative, and warm.”

– Shoshanna Goldberg

Fostering the Science of Learning at Miami Country Day School
An upper school music teacher at Miami Country Day School, Kathryn Pelletier contributes extensively across grade levels, teaching a wide range of music classes spanning elementary to high school. Her contributions to both the school and the community have sustained a lasting impact, seen in her music programs that are now integral parts of the school’s curriculum and culture. Her vision is a school where all teachers are empowered to use the science of learning to reach every student, and she brings her school closer to that vision each day.

“Kathryn’s innovative approaches have proven highly effective in achieving her intended goals of deepening student engagement, improving understanding of musical concepts, and fostering independent, creative musicianship.”

– Mikailo Kasha

Promoting Inclusive Literacy at Kimball Union Academy
As the Director of the Gosselin Center for Teaching and Learning at Kimball Union Academy, Anne Peterson has spearheaded innovation in harnessing the abundance of neuroscience. A scholar of the science of teaching and learning, she has expanded the scope of student support to include professional development for both faculty and the community. She continues to drive change with her published KUA Design framework, a tool that translates a vast breadth of neuroscience research into a clear, practical document that drives growth.

“She has made accessible the evolving research that needs to inform and in fact, evolve the standards of best practices in our schools.”

– Tyler Lewis

This year’s awardees will also receive a one-time $2,500 grant for professional development and a commemorative plaque in recognition of their efforts and achievements.

For More Information

Detailed information, updates, and nomination forms for next year’s awards are available on the official award webpage at https://borislow.com/commitment-to-excellence. For direct inquiries, contact the award committee via the contact form on the official award webpage at https://resources.borislow.com/commitment-to-excellence.

About Borislow Insurance

Borislow Insurance has been providing innovative insurance solutions and financial services to businesses and individuals since 1982. With a commitment to excellence and a client-centered approach, Borislow Insurance is dedicated to helping clients navigate the complexities of insurance, ensuring they are well-protected and positioned for success.

For more information about Borislow Insurance and our services, please visit www.borislow.com.

For media inquiries, please contact:
William Bennett, Director of Marketing & Communications
978-689-8200
media@borislow.com

Sullivan Benefits Joins Borislow Insurance

Borislow Insurance — Wed, 01 Oct 2025 16:45:00 GMT

Borislow Insurance is pleased to share that as of October 1, 2025, Sullivan Benefits is now a part of the Borislow Insurance team.

Originally acquired in October 2023, Sullivan Benefits continued to operate independently while we thoughtfully aligned our people, processes, and purpose. Over the past two years, our teams have worked side by side to ensure a seamless experience for clients and to build a strong foundation for the future. Today, we’re proud to be working as one unified team under the Borislow Insurance brand.

This transition underscores our shared commitment to delivering exceptional, client-focused employee benefits. Together, we’re bringing clients expanded capabilities, enhanced compliance support, and greater resources, while maintaining the same trusted relationships, personalized service, and strategic guidance that have always defined how we work.

Chrystine M. Heier, Co-Founder and CEO of Sullivan Benefits, has joined Borislow Insurance as a full-time member of the team. Under this new structure, clients will continue working with the same trusted individuals and receive the same high-quality, personalized service they have come to expect.

“Combining Sullivan Benefits with Borislow was a purposeful and mindful decision,” said Chrys Heier. “This change allows us to leverage Borislow’s deeper bench of talent and tools without sacrificing the close relationships, responsiveness, trust, and integrity our clients value.”

As we look ahead, our focus remains clear: to deliver the high-touch client experience our clients and partners depend on, powered by the scale, strength, and innovation of Borislow Insurance.

Rethink Your Broker Relationship - Borislow Insurance

Dave Shore, Borislow Insurance — Mon, 29 Sep 2025 16:45:00 GMT

Most employers feel reasonably comfortable – or at least loyal – to their current broker relationship. On the surface, everything seems fine. But when we start asking deeper questions, it often becomes clear that many organizations have simply grown accustomed to a renewal cycle that doesn’t truly serve them or their people.

The Commute No One Wants

If you’ve ever been stuck in rush hour, you know the feeling. At best it’s a miserable crawl forward. At worst, there’s a full-on car wreck that brings everything to a standstill. For many organizations in the small to mid-market, the annual benefits renewal process feels the same. Each year, your broker shows up late in the cycle with a spreadsheet that illustrates you’ll need to pay more and get less. You’re presented with a few flashy alternatives that don’t really fit your business reality. Then, with little time left on the clock, you’re forced into rushed decisions – without meaningful data and with barely enough time to communicate changes to your employees. It’s the benefits equivalent of gridlock: frustrating, inefficient, and leaving you to wonder why this is the only way forward.

Why It Feels This Way

Over time, employers have been conditioned to believe that this process is “just how it works.” The same congested highway. The same bottlenecks. The same powerless feeling. But the truth is, there is another way. At Borislow, we believe employers shouldn’t be victims of the renewal cycle. By starting earlier, leveraging predictive analytics, and understanding your organization’s risk profile, you can make thoughtful decisions that align strategy with value. Done right, you’re no longer stuck in traffic – you’re flying above it.

Signs It’s Time to Rethink the Relationship

If you only hear from your broker at renewal time

A once-a-year call to talk renewal isn’t a strategy. In today’s environment – with escalating costs and shifting regulations – you need an advisor who is in dialogue with you throughout the year. If your broker only appears annually with bad news, they’re managing transactions, not guiding your business.

If your broker isn’t bringing data to the table

Spreadsheets illustrating disappointing alternative options alone aren’t enough. Employers without traditional access to claims data deserve predictive analytics and a clear view of their risk profile. Without those insights, you’re essentially driving blind. If your broker isn’t equipping you with real data early in the process, they’re not setting you up for proactive, intentional decisions.

If strategy isn’t aligned with your company’s growth

Your benefits strategy should evolve alongside your business. A rapidly growing workforce requires a different approach than a stable, mature organization. If your options feel generic year after year, your broker likely hasn’t taken the time to align benefits strategy with your business strategy.

If renewal always feels rushed and chaotic

The renewal process will never be effortless, but it also shouldn’t feel like a multi-car pileup every year. If you’re constantly facing short timelines, limited options, and rushed communications, that’s a process failure. A better approach starts months earlier, educates you along the way, and only marries concepts to pricing after you’ve had time to reflect on what makes sense for your business and people.

Loyalty Where It Matters Most

Relationships matter, and most brokers genuinely care about their clients. But as a fiduciary, your loyalty doesn’t belong to a broker or a vendor. It belongs to your employees and their families – the people who rely on you to provide affordable, high-quality care.

If your current broker isn’t helping you get there, it may be time to rethink the relationship. You don’t have to accept gridlock forever. There is a better way forward.

Take Control of Your Health Plan with Captivated Health

April McCabe, Senior Client Consultant at Borislow Insurance — Thu, 18 Sep 2025 16:00:00 GMT

When I talk to employers about Captivated Health, the first thing I tell them is simple: it allows you to own your health plan. That ownership creates opportunity to contain costs, design benefits that actually fit your employees, and build a long-term strategy aligned with your organizational goals.

For many mid-sized employers, that kind of ownership has never felt possible. Some assume they are too small to self-fund, or that the risks and complexity are too high. Captivated Health was created to change that, giving employers the structure and protection to step into self-funding with confidence.

What Makes Captivated Health Different

Captivated Health was built on innovation. While some brokers are just now introducing captives as a “new” idea, Borislow has been leading in this space for more than a decade. We developed industry-specific captives that bring together like-sized employers facing similar challenges.

Joining Captivated Health means more than gaining control of your health plan. It means joining a community of peers who share your world and your goals. The captive model provides an added layer of protection while opening the door to all the advantages of being self-funded.

Why Mid-Sized Employers Are a Perfect Fit

Mid-sized employers are often too small for certain solutions and not large enough to self-fund on their own. Captivated Health bridges that gap by providing access to advanced tools like data analytics, risk management, and custom plan design, all with cost containment at the center.

For CFOs and HR leaders, the model creates alignment. Financial strategy, HR priorities, and organizational goals move in sync, so recruitment, retention, cost control, and employee wellbeing become part of one coordinated approach.

Clearing Up Misconceptions

There are still misunderstandings about captives. Some worry they are too risky or too complex. Others think it will require additional staff or create more work. The reality is different. With Captivated Health, employers are supported by a dedicated team from the first conversation through implementation and beyond.

This is not a one-time transaction. It is a long-term partnership built to deliver sustainable results. Some of the most rewarding moments come when a CFO or HR partner learns there will be no rate increase for the year. Even better is when they share that news with employees. We have clients who have gone years without increases, and some have even provided premium holidays back to their teams.

Looking Ahead

Innovation is part of Borislow’s DNA, and Captivated Health is just one example of how we put it into practice. We are introducing solutions like AI-driven member support and direct primary care, with the goal of staying years ahead of where the market is going so our clients can stay ahead too.

At its core, Captivated Health is about empowerment, strategy, and collaboration. It gives employers true ownership of their health plan, shifting them from reactive renewal decisions to proactive strategies that strengthen both the bottom line and the employee experience. Every decision is data-driven, tailored to organizational goals, and built to support growth while managing risk. And because Captivated Health is also a community, employers gain accountability, shared learning, and stronger outcomes.

Captivated Health was designed to help employers step off the renewal hamster wheel and take control of their benefits future. If you are a mid-sized employer and your broker has never raised a captive solution, that is a red flag. You deserve a partner who will help you explore every option and guide you to the best fit for your people and your goals. At Borislow, that is exactly what we do.

School is in Session: Lessons in Smarter Education Benefits - Borislow Insurance

Blog By: Susan Boisvert — Thu, 28 Aug 2025 16:00:00 GMT

I’ve worked with Borislow Insurance for nearly three decades. Since 2008, I’ve focused almost exclusively on educational institutions, supporting both private and public schools across New England. While this specialization wasn’t something I set out to pursue initially, over time it has become a passion. Working with schools, especially private ones, means working with some of the kindest, most appreciative clients I’ve ever encountered. These are institutions that deeply care about their employees, and that care is reflected in how they approach benefits.

Designing and delivering employee benefits in education is complex. Unlike corporate clients who operate year-round, most faculty follow a nine-month schedule. That compressed calendar means there’s less time to communicate plan changes, answer questions, and manage enrollment. Many private school faculty also live on campus and receive housing and meals as part of their compensation. While these are valuable benefits, they do not show up in salary calculations, which can create discrepancies when benefits like disability coverage are tied solely to income.

In the public-school space, unions add another layer of structure. Changes to benefit offerings must be negotiated, approved, and voted on. There is also a financial impact. Districts facing double-digit renewal increases may need to appeal to taxpayers for funding, which introduces additional constraints.

Despite facing benefits challenges, schools have made strategic progress. Health Savings Accounts are one area where both public and private institutions have embraced meaningful change. Most of our clients offer HSA-eligible plans, and private schools are more often willing to contribute directly to employee accounts. This not only enhances the value of the plan but also opens the door to long-term financial wellness. I often speak to employers and employees about HSAs not just as a way to cover deductibles but as a powerful retirement savings tool.

One of the more common conversations I have with school clients is around benchmarking. In private education, schools are continually comparing their benefits to those of peer institutions. Many feel strong pressure to remain competitive in order to attract top faculty. This has led to extremely rich benefits packages, which are highly valued by employees. However, those packages can make cost containment difficult. If premiums rise significantly, schools may be hesitant to reduce benefits for fear it will be perceived as a loss, even if their plan remains generous by broader market standards.

We work closely with schools to help them view their offerings holistically. When one school felt they were falling behind on dental coverage, we encouraged their HR team to consider the full picture, which includes medical contributions, disability coverage, retirement, and other benefits. Once that context was laid out, it became clear their total package remained very strong.

There have also been cases where we helped schools reconsider their purchasing strategy. One public school district we work with originally purchased benefits independently, then joined the state’s group purchasing plan during a period of high renewals. Several years later, we helped them exit the group and return to direct purchasing, where they have since seen much better outcomes. Another school in Vermont followed a similar path this year and reported a positive shift just six months in. These decisions required careful timing, analysis, and collaboration, but the results were worth it.

Every school is different, which is part of what makes this work so fulfilling. We do not take a one-size-fits-all approach. Our role is to listen, assess, and deliver solutions that align with each client’s culture, goals, and financial realities.

Looking ahead, schools will face increasing pressure from rising premium costs. Rates are trending upward again, and for institutions with long-standing generous plans, managing those increases will take strategy and careful planning.

Even with those pressures, I continue to believe that schools are among the most purpose-driven clients we serve. They focus on community, care deeply about doing right by their employees, and strive to offer benefits that reflect those values. At Borislow, we are proud to stand beside them as long-term partners in their success.

More than a Legal Requirement

Bianca Saul, VP, Compliance — Tue, 29 Jul 2025 16:15:00 GMT

When most people think of compliance, their first thought is often that it’s just a legal requirement, a box we have to check. But that’s selling it a bit short. The truth is, compliance is much more than that. It’s a strategic choice, a way to manage risk, protect your business, and build trust within your organization.

Compliance Is About Choices, Not Just Rules

What makes compliance truly strategic is the element of choice. Employers aren’t just reacting to a set of regulations; they’re making decisions about how they want to run their business, how they want to support their employees, and ultimately, what kind of company they want to be.

Take the Affordable Care Act (ACA) as a prime example. When the ACA rolled out, the conversation wasn’t just about penalties for noncompliance, but the choices companies made to manage those penalties. CFOs understood that it was ultimately their call. They could decide how much risk they were willing to take, and how to design their plans strategically. That’s where compliance shifts from being a headache to a tool for risk management.

The Biggest Myth: “Somebody Else Is Handling It”

One of the most persistent misconceptions I encounter is employers thinking, “I don’t have to worry about this. Somebody else is handling compliance.” This is especially common with the rise of self-funded plans, where employers transition away from fully insured models. But the buck stops with the plan sponsor: the employer. No matter your plan type, the responsibility for compliance ultimately falls on you. That’s a tough pill for many to swallow, but it’s critical to understand—because nobody else is going to do it for you.

Guiding, Educating, and Simplifying the Process

That’s where Borislow comes in. My role, and the role of our compliance team, is to be teachers and guides. Compliance can be overwhelming, especially since the regulations are complex and constantly evolving. My job is to break it down, to make it clear and manageable.

We provide drafts of the necessary disclosures and documents to employers, we educate them about deadlines and what’s required, and we simplify the steps. But at the end of the day, it’s the employer who must finish the job, distributing notices and making sure employees receive what they need.

When compliance is done right, it’s about clearly sharing with employees what benefits are available, how processes work, and what to expect in various situations, like FMLA leave or newborn enrollment deadlines. This transparency creates peace of mind for employees.

Time to Get Your House in Order

With recent federal government staffing changes and fewer resources issuing guidance, it’s a good moment to take a pause. Now is the time for employers to get their compliance foundation solid and prepare for changes that might come in 2026. Use this “quiet period” to educate yourself, shore up your processes, and reduce risk.

Seizing the Opportunity

Compliance often lands on the HR team’s plate, and HR already juggles a million responsibilities. Compliance can feel like just one more thing slowing everything down. But usually, that feeling comes from not knowing what you don’t know. Once you have a partner that educates, guides, and reminds you of deadlines, compliance doesn’t have to be a time drain.

At Borislow, we’re here to simplify that journey, helping employers navigate compliance thoughtfully and confidently. Because at the end of the day, compliance done right isn’t just paperwork; it’s peace of mind.

A Hurdle to Overcome or a Strategic Advantage?

Crystal Cirolo, Compliance Manager — Thu, 10 Jul 2025 16:00:00 GMT

When most people hear the word compliance, it often triggers thoughts of burdensome rules, endless paperwork, and last-minute scrambling to avoid penalties. I wouldn’t blame you for thinking that way, either. But hear me out: what if we looked at it differently? What if, instead of thinking of compliance as a box to check or a hurdle to jump, we reframed it as regulatory alignment—a proactive, strategic approach that can actually drive your business forward?

That’s how I think about compliance. Not just as something you do to “stay legal,” but as a foundational part of your benefit strategy and company culture. It’s about how you align your plan and your processes with regulatory guidelines from the very beginning, not as an afterthought. It might not remove all the stress of those burdensome rules, but it certainly helps put you in a proactive mindset to make compliance count.

Compliance Isn’t Just About Following the Rules. It’s About Strategic Alignment.

When I think of compliance, I think of it more as regulatory alignment. When you’re developing your overall plan strategy for your company, it’s really about asking yourself: How am I going to align with the regulations, rather than simply being in compliance with them?

The answer (or answers) to that question present a number of strategic opportunities. You can be 100% compliant by following the rules conservatively, but you can also take some calculated risks depending on your company’s goals and risk tolerance. It’s all about protecting your bottom line, being attractive to employees, and retaining your talent.

Thinking about compliance as part of your benefit strategy from the start makes the entire process smoother and more efficient. Instead of building your plan first and then scrambling to fix compliance issues later, you bake regulatory alignment into the foundation of your decisions. This approach makes the development and operation of your benefits streamlined, strategic, and sets you up for greater chances of success.

Compliance’s Role in Recruitment, Retention, and Culture

Regulatory alignment goes beyond a legal requirement. While that’s undeniably an important part of it, regulatory alignment also reflects your company values. When you build a competitive benefits strategy aligned with regulations, it builds trust and morale in turn. It signals transparency and shows that you genuinely want to provide the best for your employees.

And keep in mind the growing need for benefits regulatory literacy, understanding how plans like HSAs work within regulatory rules, who can contribute, and when funds can be used. When employers know this, they can better educate their workforce so everyone maximizes their benefits.

Changing the Conversation

Compliance can be a scary word, and that’s understandable. Just hearing it can make many people want to head for the hills. But when you think of it as regulatory alignment, it sounds a lot nicer, doesn’t it?

My advice to business leaders is simple: Think about compliance first, not last. Instead of “Oh, this is something I have to do,” flip the script. See it as a helpful guide, a set of guardrails that help you make smart decisions from the beginning. This mindset doesn’t just make your job easier; it also supports your company’s overall strategy and values.

At Borislow Insurance, we’re passionate about helping employers reframe compliance as a positive, strategic driver, not just a box to check. When regulatory alignment is baked into your benefit strategy, it’s not just about avoiding penalties. It’s about empowering your business and your people to succeed.

Revolutionizing Weight Management: The Role of GLP-1 Medications in Employer Health Plans - Borislow Insurance

william@borislow.com (William Bennett) — Tue, 11 Mar 2025 15:15:00 GMT

From market shortages to side jokes about celebrities, GLP-1 medications are enjoying a lengthy time in the spotlight. And for good reason—the use of GLP-1s has increased twofold over the past decade alone¹, with one in eight adults reporting they have taken a GLP-1 according to recent tracking polls². Additional studies have observed a 132.6% increase in the use of GLP-1s simply between 2022 and 2023².

But beside their increasing popularity, it stands to question—are GLP-1s worth it? Should you be looking into including these weight management medications in your health plan, or pass over them as another fad?

We’d recommend against the latter. Just as it’s difficult to ignore the popularity of GLP-1s, it’s also difficult to ignore the potential benefits of using them. From employee health to organizational productivity to healthcare costs, GLP-1 medications have the potential to revolutionize weight management and dramatically impact an organization.

The Impact on Health

GLP-1s are primarily used to treat type 2 diabetes, making them a necessary medication for some. Beyond that, they can also provide a solution for those struggling with weight issues, aiding in glucose control, weight loss, and helping reduce the risk of comorbidities such as heart disease. GLP-1s can also improve metabolic health, which can then lead to reduced stress and better overall health. Even aiding in weight loss alone makes GLP-1s a powerful health tool, as it safeguards from obesity-related health issues such as joint problems and sleep apnea. The health benefits alone can make GLP-1s a valuable complement in an employer’s health plan—factor in improved employee energy levels and fewer sick days, and they become even more valuable.

This leads us to our next point: the impact of GLP-1s on long-term health. Just as they do for short-term health benefits, GLP-1s hold significant potential for improving long-term health. The effects of better glucose control, supported weight loss, and improved metabolic health can lower the risk of developing serious health complications, including cardiovascular disease, kidney damage, and more. Ultimately, GLP-1s not only have the potential to improve individual health outcomes, but to support sustained wellness across an entire organization.

The Impact on Rising Healthcare Costs

As we outlined, GLP-1s can lead to a number of positive impacts on employee health, both short-term and long-term. Naturally, improved health across an entire organization also has the potential to impact that organization’s healthcare costs. While GLP-1s might seem daunting due to their initial high costs, they are posed to considerably reduce rising healthcare costs in the long-term. Simply look at the cost of the health issues GLP-1s stand to resolve. In the past few years, reports have shown that diabetes alone costs the U.S. an annual $412.9 billion⁴. The costs of obesity and chronic conditions are also significant drivers of healthcare costs. By improving employee health and lowering the risk of developing other conditions, GLP-1s can help reduce hospitalizations, emergency room visits, and other expensive medical treatments.

GLP-1 medications are still a bit of a new development, so it’s natural that people are hesitant to embrace them. However, the potential benefits of introducing GLP-1s to an employee benefit plan should not be ignored. And as the industry continues to advance, it’s possible that the intimidating prices of GLP-1s will fall in turn. Until then, however, the potential for lower healthcare claims, reduced disability costs, and a decrease in long-term complications far outweighs the upfront costs of GLP-1s.

Healthier employees mean better engagement, improved health, and lowered healthcare expenses—and by investing in their employees’ health, employees are more than likely to see an overwhelmingly positive return.

Full Spectrum Benefits joins Borislow - Borislow Insurance

Borislow Insurance — Mon, 12 Aug 2024 16:00:00 GMT

We’re excited to share that the ‘Full Spectrum Benefits’ team has joined Borislow Insurance. Bill Higgins, founder of Full Spectrum, brings a wealth of industry experience and a team that is passionate about empowering clients with top-notch benefit solutions. Their expertise and vision aligns perfectly with our own culture and goals.

The track record of client satisfaction and continued growth at Full Spectrum will strengthen our market presence and open new opportunities for success – we look forward to the potential this brings to Borislow Insurance.

Please join us in extending a warm welcome to Bill and Tiffany as we begin this new era together!

Read the full press release here: https://resources.borislow.com/full-spectrum-benefits