PEOs: Payroll Employment Organizations

Instead of offboarding a client due to a 30% renewal increase, the PEO can pivot them to an ICHRA.

PEOs can prospect "high-risk" companies they previously would have declined, offering them a defined-contribution model that removes the PEO’s exposure to the clients medical claims.

Keeps the client within the PEO ecosystem (Payroll, HR, Workers’ Comp) even when a traditional Master Policy is no longer viable.

For a client with employees spread across 20 states, a single group plan is rarely "best-in-class" for everyone. Using the Predictable Benefits platform, each employee shops in their local exchange for the network that actually works in their zip code.

PEOs can more effectively compete for national accounts and tech-forward "work-from-anywhere" companies.

A PEO client may want to keep executives on the Master Group Plan but finds it too expensive to cover part-time, or seasonal workers. The PEO can offer an ICHRA specifically for these classes.

Opens up revenue streams from employee segments (part-time/seasonal) that were previously excluded from the PEO’s benefit billing.

The PEO integrates the platform so it looks and feels like a native part of their proprietary HRIS.

By maintaining a single brand experience, the PEO increases "stickiness." The client views the ICHRA not as a third-party tool, but as a core value-add of their PEO partnership.

A PEO can save a deal where only 40% of the workforce wants to enroll. Because ICHRA has no minimum participation requirements, the PEO can still provide a compliant benefit and collect its administrative fees.

Prevents "group breakup" where a client leaves the PEO because they can no longer qualify for the health insurance tier.