Where you are today
Insperity wants $10,937 more for 2027
Everything BBB pays Insperity beyond payroll taxes, this year and at renewal. Medical drives most of the increase, and the HR fee goes from $182.50 to $192.50 per employee a month.
What BBB pays Insperity per year
+7.3% for the same plans, the same people and the same services.
- Medical
- UnitedHealthcare through Insperity, five plans. +8.7% for 2027.
- Dental and vision
- UHC Dental PPO 50 and VSP, bundled. No change for 2027.
- HR service fee
- $182.50 per employee a month, rising to $192.50.
- Who’s on the plan
- 6 of 9 employees. The two owners’ families are fully company-paid.
Every line, 2026 and 2027
Payroll taxes are the same with any PEO, so they’re left out here and below.
| What Insperity charges for | Details | 2026, a year | 2027, a year | Change |
|---|---|---|---|---|
| Medical | UnitedHealthcare, five plans6 enrolled: 1 employee only, 1 employee + spouse, 4 family | $112,619 | $122,395 | +$9,776+8.7% |
| Dental and vision | UHC Dental PPO 50 and VSP$55 / $107 / $109 / $166 a month, dental and vision together | $9,912 | $9,912 | No change |
| HR service fee | Payroll, HR and compliance$182.50 per employee a month, then $192.50, for 9 employees | $19,710 | $20,790 | +$1,080+5.5% |
| Workers’ comp and EPLI | Bundled into Insperity’s fee | $2,416 | $2,497 | +$81 |
| Co-employment risk | Insperity’s charge for employment liability | $4,536 | $4,536 | No change |
| Every line | $149,193 | $160,130 | +$10,937+7.3% |
Switching PEOs
You already use a PEO. This changes which one.
CoAdvantage recently renamed itself CoAdd. Co-employment, one invoice and payroll run through the PEO all work the way they do with Insperity. What changes is the provider, the medical carrier and the price.
Stays the same
Yours- You run BBB: hiring, pay, schedules and how the team works.
- One invoice for payroll, taxes and benefits.
- The owners’ HSA plans, with the same $3,400 deductible.
Changes
CoAdvantage- Payroll and HR move from Insperity to CoAdvantage.
- Medical moves from UnitedHealthcare to Aetna’s national network, with no referrals.
- Dental and vision move to Guardian.
- A new portal for pay stubs, time off and benefits.
Final rates, fees and workers’ comp are confirmed when CoAdvantage underwrites the full submission.
Side by side · Medical
Each plan next to its CoAdvantage match
Today’s five UHC plans, each beside the Aetna plan CoAdvantage priced for the same people. Monthly premium is the 2027 cost for the people on that plan.
500 plan 1 employee
| In network | InsperityUHC Choice Plus 500 | CoAdvantageAetna 500 / 20% |
|---|---|---|
| DeductibleSingle / family | $500 / $1,500 | $500 / $1,000 |
| Coinsurance | 20% | 20% |
| Out-of-pocket max | $5,000 / $10,000 | $3,500 / $7,000 |
| Doctor / specialist | $35 / $65 | $25 / $50 |
| ER / urgent care | $250 / $75 | $350 / $85 |
| Prescriptions | $150 drug deductible, then $10 / $40 / $65 | No drug deductible, $10 / $45 / $70 |
| 2027, a month | $800.65 | $844.00$43.35 more |
1500 plan 1 employee + spouse
| In network | InsperityUHC Choice Plus 1500 | CoAdvantageAetna 2000 / 20% |
|---|---|---|
| DeductibleSingle / family | $1,500 / $4,500 | $2,000 / $4,000 |
| Coinsurance | 20% | 20% |
| Out-of-pocket max | $6,350 / $12,700 | $6,850 / $13,700 |
| Doctor / specialist | $35 / $65 | $30 / $60 |
| ER / urgent care | $250 / $75 | $500 / $85 |
| Prescriptions | $150 drug deductible, then $10 / $40 / $65 | No drug deductible, $10 / $45 / $70 |
| 2027, a month | $1,560.44 | $1,515.00$45.44 less |
6000 plan 1 family
| In network | InsperityUHC Choice Plus 6000 | CoAdvantageAetna 6350 / 0% |
|---|---|---|
| DeductibleSingle / family | $6,000 / $13,200 | $6,350 / $12,700 |
| Coinsurance | 0% | 0% |
| Out-of-pocket max | $8,500 / $17,000 | $7,500 / $15,000 |
| Doctor / specialist | $40 / $75 | $25 / $25 after deductible |
| ER / urgent care | $500 / $75 | Covered in full after the deductible |
| Prescriptions | $200 drug deductible, then $10 / $45 / $70 | No drug deductible, $15 / $55 / $90 |
| 2027, a month | $1,976.10 | $1,438.00$538.10 less |
Primary Advantage 2000 1 family
| In network | InsperityUHC Primary Advantage 2000 | CoAdvantageAetna 2000 / 20% |
|---|---|---|
| DeductibleSingle / family | $2,000 / $4,000 | $2,000 / $4,000 |
| Coinsurance | 20% | 20% |
| Out-of-pocket max | $6,500 / $13,000 | $6,850 / $13,700 |
| Doctor / specialist | $0 / $100 | $30 / $60 |
| ER / urgent care | $250 + 20% / $50 | $500 / $85 |
| Prescriptions | $250 drug deductible, then $5 / $50 / $100 | No drug deductible, $10 / $45 / $70 |
| 2027, a month | $1,972.55 | $2,043.00$70.45 more |
HSA plan 3400 2 families, the owners
| In network | InsperityUHC Choice Plus HDHP 3400 | CoAdvantageAetna HSA 3400 / 10% |
|---|---|---|
| DeductibleSingle / family | $3,400 / $6,800Single goes to $3,500 in 2027 | $3,400 / $6,800 |
| Coinsurance | 10% | 10% |
| Out-of-pocket max | $7,000 / $14,000 | $5,500 / $11,000 |
| Doctor / specialist | 10% after deductible | 10% after deductible |
| ER / urgent care | 10% after deductible | 10% after deductible |
| Prescriptions | After deductible: $10 / $35 / $60 | After deductible: $10 / $45 / $70 |
| 2027, a monthFor both families | $3,889.88 | $3,230.00$659.88 less |
Medical for all six: $122,395 with Insperity in 2027, $108,840 with CoAdvantage at its quoted rates. The 500, 6000 and owners’ HSA plans get lower out-of-pocket maxes. The 1500 member moves to a $2,000 deductible, and most ER copays go up. Insperity’s plan details are its 2026 designs.
Contribution strategy
Who saves: BBB or your employees
It starts at your split today: BBB pays the owners’ coverage in full, and for everyone else pays the employee-only cost of their plan, up to $744.71 a month. Employees pay the rest. Change it to see what each person pays per paycheck.
BBB pays for each employee
The two owners stay fully company-paid either way.
Paychecks
Total savings vs. renewing, per year
$0
Medical at CoAdvantage’s quoted rates. BBB’s savings also count the lower fee, workers’ comp, EPLI and co-employment charge ($16,181 a year) and dental and vision ($2,992 a year).
| Employee pays, per paycheck | Insperity2027 | CoAdvantage2027 | ChangePer paycheck |
|---|
What it costs
All in, per year
Every line BBB pays the PEO beyond payroll taxes, for the first year. CoAdvantage is lower on every line. Its rates are held through September 30, 2027, then renew October 1.
| Per year | TodayInsperity 2026 | RenewalInsperity 2027 | RecommendedCoAdvantage 2027 |
|---|---|---|---|
| MedicalAll six on the plan | $112,619 | $122,395 | $108,840Quoted rates, held to 9/30/2027 |
| Dental and vision | $9,912 | $9,912 | $6,920Guardian dental and vision |
| PEO feePayroll, HR and compliance | $19,710 | $20,790 | $10,350$95.83 per employee a month |
| Workers’ comp and EPLI | $2,416 | $2,497 | $1,292$733 workers’ comp, $559 EPLI (optional) |
| Co-employment risk | $4,536 | $4,536 | NoneCovered by the EPLI policy |
| Total per year | $149,193 | $160,130 | $127,402 |
| Saves vs. renewing | $10,937 less | Starting point | $32,728 |
Medical plus the PEO fee alone is $143,185 with Insperity and $119,190 with CoAdvantage, $23,995 less. Dental and vision, workers’ comp, EPLI and the co-employment charge add the rest. CoAdvantage priced workers’ comp and EPLI on 6 employees; we’re confirming them for your current headcount.
Your questions
What you asked, and the answers
From our October 29 call and CoAdvantage’s November 3 demo. Still open: your team’s doctor check, a first-year rate cap, workers’ comp certificates, and the Insperity extras your team uses.
Doctors and states
“We need our doctors in Georgia, Alabama and Illinois. Some of us don’t love Aetna.”
- Aetna is CoAdvantage’s main carrier. Its Managed Choice network is Aetna’s broadest, comparable to your UHC Choice Plus network, with no referrals.
- Atlanta: more than 95% of providers and every major hospital system. Birmingham: in a recent search within 25 miles of UAB, Aetna had a couple hundred more primary care doctors and three more hospitals than UHC. Illinois: a large network, but check your Illinois employees first.
- Next: Robin Woods emailed Aetna’s doctor search guide. Any employee can also email Robin their doctors and he’ll check for them.
Year-two increases
“Is this a nine-month price, with a big increase at the October renewal?”
- No PEO can promise a renewal. CoAdvantage says it doesn’t use teaser rates: every group is priced to cover its expected claims.
- About 95% of its Aetna groups get the standard October increase, about 11% last year. Groups whose claims run far above their premiums can see much more.
- David is asking underwriting for a first-year cap on your October 1, 2027 renewal, a “not to exceed” rate. It isn’t guaranteed.
- Quoted rates are held through September 30, 2027. If medical went up 15% on October 1, 2027, first-year savings would still be $28,646.
- CoAdvantage is privately held, not owned by private equity.
Your team at CoAdvantage
“Who is our implementation person, and who is our payroll specialist?”
- A dedicated implementation lead and team, with a 4 to 6 week checklist of what you send and when. CoAdvantage does most of the work. You get names when you sign.
- They train Sarah and work through the first payrolls with her until she’s comfortable.
- After that: a named payroll specialist, an HR account manager (PHR or SPHR certified), a benefits rep and a risk and safety rep. Calls are answered by a person in under 30 seconds.
- Current employees don’t redo their I-9s.
Payroll approval
“Today a payroll specialist sends Sarah the file to approve, then runs payroll. Same here?”
- Yes. Your payroll specialist enters the two non-exempt employees’ hours, Sarah approves, then it’s processed. The 401(k) report comes after, as today.
- Their hours don’t change, so you can set a standing rule: if Sarah sends no changes by a set time, run it as is.
- Semi-monthly pay works. Give your payroll specialist your holiday calendar and they’ll enter holidays and PTO.
- Employees can only enter their own hours if you add CoAdvantage’s time clock. Your current process doesn’t need it.
Mobile app
“How good is their mobile app?”
- CoAdvantage’s own app has been live since June, on iPhone and Android.
- Employees see their pay, download pay stubs and finish setup tasks from their phone.
- They can see PTO balances, but can’t request time off unless you add the time clock.
QuickBooks
“How does payroll get into QuickBooks?”
- Through a GL Connect file. CoAdvantage maps your chart of accounts once during setup.
- After each payroll, Sarah downloads the GL Connect file from CoAdvantage and uploads it to QuickBooks.
Your Voya 401(k)
“We have a 401(k) through Voya, outside Insperity, and don’t want to move it.”
- It stays. After each payroll you get the 401(k) report, or pull it yourself by pay date, and Sarah enters it in Voya as she does today.
- You decided on November 3 not to move the 401(k) at the switch. We can look at it 3 to 6 months after you’re live.
- If you move it later, CoAdvantage’s 401(k) is included in the fee and handles safe harbor testing and the Form 5500.
How many plans
“Is there a limit on how many plans we can offer? Do any have an HSA?”
- For a group your size, CoAdvantage allows four, possibly five, of the 43 plans it quoted. You have five with Insperity today; our match uses four.
- 12 of the 43 work with an HSA, like the owners’ Aetna HSA 3400 plan. You could offer more than one.
- CoAdvantage says fewer plans helps at renewal, because more people share each plan’s claims. Robin Woods helps you pick, any time of year.
- See all 43 plans side by side
What you’d keep
“Will we lose the life, AD&D, training and extras Insperity gives us?”
- Training: Mineral is included at no extra cost, with about 110 to 150 online courses employees can take on their own, plus law alerts and policy templates.
- Extras: a drug price finder (Compare Meds Rx), a discount marketplace for travel, theme parks and movies, Farmers group auto and home rates, and Health Advocate for help with medical bills.
- Basic life, AD&D and voluntary coverage are offered. We’re confirming the amounts match yours.
- Next: Brent is sending a list of the Insperity extras your team actually uses. We’ll check each one.
Paying for coverage
“Are there rules on how much we have to pay toward premiums?”
- BBB must pay at least 50% of the lowest employee-only premium for everyone on medical.
- You pay 100% of it today, so you’re already well over that.
Workers’ comp certificates
“School districts need certificates of insurance. What workers’ comp coverage does CoAdvantage carry?”
- CoAdvantage has already priced your workers’ comp at $733 a year.
- We’re getting its policy limits and how a district requests a certificate.
Leaving Insperity
“What do we tell Insperity, and should we push them on price?”
- You said it’s 30 days’ notice, month to month. Confirm that in your Client Service Agreement.
- The plan from November 3: stay on Insperity through December 31 and start CoAdvantage January 1. Your team enrolls once, with CoAdvantage, in December. Once Insperity has your notice, it won’t run its own open enrollment.
- Insperity may counter. Even 30% off its fee, about $6,200, wouldn’t close a $32,728 gap.
Insperity’s 21%
“Isn’t Insperity charging us about 20%?”
- That 20.98% is Insperity’s total charge as a share of payroll. It includes payroll taxes (8.14%) and benefits (9.71%).
- The HR fee itself is 2.34% of payroll: $192.50 per employee a month, vs. CoAdvantage’s $95.83.
Your headcount
“We’re at 8 now. What changes?”
- Confirmed November 3: you have 9 employees, including a new hire.
- Everything on this page already uses 9, so nothing changes.
A hire in Minnesota
“We may add an employee in Minnesota in 2027.”
- CoAdvantage covers employees in every state, and Aetna’s network is national.
- Payroll, taxes and registration in Minnesota are handled when that person is hired.
Cyber coverage
“Palm Beach County Schools asked whether we carry a cyber policy.”
- CoAdvantage offers cyber liability: $250,000 aggregate, about $35 a month.
- It isn’t in the totals above. It adds about $420 a year.
- David is sending the flyer.
Dental and vision
Dental and vision, side by side
Insperity bundles dental and vision into one rate. CoAdvantage uses Guardian for both. Guardian Standard dental lines up closely with today’s plan, and together they cost about 30% less.
Dental
| In network | TodayUHC Dental PPO 50Through Insperity | Closest matchGuardian StandardThrough CoAdvantage | RicherGuardian EnhancedThrough CoAdvantage |
|---|---|---|---|
| DeductibleSingle / family | $50 / $150 | $50 / $150 | $50 / $150 |
| Yearly max per person | $1,500 | $1,500 + rollover | $2,500 + rollover |
| Cleanings and x-rays | 100% | 100% | 100% |
| Fillings and basic work | 80% | 80% | 80% |
| Crowns and major work | 50% | 50% | 50% |
| Orthodontia | 50%, $1,500 lifetimeUnder 19 | 50%, $1,000 lifetime | 50%, $1,500 lifetime |
Vision
| In network | TodayVSPThrough Insperity | Guardian visionThrough CoAdvantage |
|---|---|---|
| Exam | $15 copay | $10 copay |
| Lenses | $25 copay | $20 copay |
| Frames | $150 allowance, 20% off the rest | $150 allowance, 20% off the rest |
| Contacts instead | Up to $150 | Up to $150 |
Dental and vision together, a month
| Coverage level | InsperityUHC dental + VSP | CoAdvantageGuardian Standard + vision |
|---|---|---|
| Employee only | $55.00 | $37.88 |
| Employee + spouse | $107.00 | $65.80 |
| Employee + children | $109.00 | $77.68 |
| Family | $166.00 | $118.25 |
| Group per yearSame 6 enrolled | $9,912 | $6,920$2,992 less |
Guardian’s rates run through September 2027 and renew October 1.
Next steps
Getting to January 1
You want a decision in the next two to three weeks. The plan: stay on Insperity through December, enroll once with CoAdvantage, and go live January 1.
- Now · Your teamDoctor check
Employees check their doctors with Robin’s Aetna guide, Illinois first. Robin will check any doctor sent to him.
- Thursday, November 5Check-in with Caleb
15 minutes at 10 a.m. Eastern on open questions and the rate cap request.
- Mid-NovemberDecide, pick plans, sign
Robin helps choose your four or five plans. Full submission to CoAdvantage for final rates.
- By December 1Notice and enrollment
30 days’ written notice to Insperity. CoAdvantage starts its 4 to 6 week setup and runs your open enrollment.
- January 1, 2027Live on CoAdvantage
Insperity ends December 31. New plans and payroll start January 1.
Questions about any of this? Call either of us.
We’ll update this page as answers come in: the doctor check, the rate cap, workers’ comp certificates and your team’s list of Insperity extras.