Case Study: How a Transportation Leader Strengthened Workforce Protection With Transparent, High-Value Supplemental Benefits
A Midwest-based transportation and logistics organization wanted to deliver supplemental benefits its workforce could truly rely on – without rising premiums, unclear plan performance, or wasted dollars. BeneRe delivered a captive solution built for the long run.
Key Takeaways
- The organization offered Accident insurance, Critical Illness insurance, and Hospital Indemnity insurance benefits through a traditional carrier, but value was unclear to employees.
- High premiums and limited claims returned created skepticism across a safety-sensitive workforce.
- The employer lacked visibility into claims performance, administrative load, and commissions.
- BeneRe implemented a group captive model tailored to higher-risk transportation roles.
- The program generated a year-end surplus, demonstrating more efficient use of premium dollars.
- Employees gained richer coverage and greater trust through transparency and improved plan design.
In industries where safety, physical risk, and unpredictable schedules are part of daily life, benefits aren’t just a perk – they’re a critical layer of protection. For a transportation and logistics organization with approximately 3,000 eligible employees across the Midwest and beyond, ensuring meaningful supplemental health coverage had become an increasing challenge.
A voluntary benefits roadblock.
The organization’s workforce included drivers, dock workers, mechanics, and other safety-sensitive roles, alongside corporate and dispatch teams. While supplemental benefits had long been offered, the traditional fully insured model wasn’t delivering confidence or clarity.
Premiums for Accident insurance, Critical Illness insurance, and Hospital Indemnity coverage continued to rise, yet a disproportionate share of each dollar went toward carrier overhead rather than employee claims. The employer had no visibility into where premium dollars were going and no insight into claims performance, administrative costs, or commission structures. As a result, employees questioned the real value of the benefits, and leadership questioned whether the program aligned with their fiduciary responsibilities.
It was clear the organization needed a modern approach: one that prioritized employee protection, transparency, and long-term sustainability.
BeneRe delivers a stronger solution.
By transitioning the supplemental benefits program to BeneRe’s group captive model, the organization fundamentally changed how value was delivered and measured.
Plan designs were enhanced to better reflect the realities of transportation work. Accident coverage was strengthened for injury-prone roles, Critical Illness benefits became more robust, and plan structures were simplified to support hourly, shift-based employees. These improvements delivered higher claims value without increasing costs.
Just as importantly, the employer gained full financial transparency for the first time. Paid claims detail, administrative load, commission disclosures, and utilization trends were all visible, providing confidence that premium dollars were working as intended.
Strong plan performance in 2024 resulted in a year-end surplus, reinforcing the efficiency of the captive model and creating an opportunity to reinvest unused dollars back into future benefits or wellbeing initiatives. Major plan improvements also include $1.8M in lifetime distributions and a 33% increase in claims paid helping to provide greater confidence and clarity to both the company and its employees.
“Our frontline teams deserve benefits they can trust. This approach delivered better protection, greater transparency, and results that speak for themselves.”
— Benefits Leader
The BeneRe difference.
With upgraded Accident insurance, Critical Illness insurance, and Hospital Indemnity insurance coverage, employees gained more reliable financial protection during unexpected health events, when it matters most.
BeneRe is different in these important ways:
- A stronger value proposition for employees, with more premium dollars going toward claims
- Full transparency into plan performance, financials, and utilization
- Lower administrative load compared to traditional carrier-driven programs
- Unused funds returned as a surplus that employers may invest in ERISA qualified expenses
For this transportation organization, the shift wasn’t just about cost efficiency, it was about building trust. Employees gained clearer, more meaningful protection, while leadership gained a sustainable, data-driven program aligned with fiduciary responsibility.
When you’re ready to see results like these, connect with the team at BeneRe to learn how our first-of-its-kind group captive solution can transform your supplemental benefits strategy.
Reach out today for a complimentary financial analysis of in-force programs.