Imago Dei Insurance Advisors

Published: 7/31/2025

Introduction

In today’s world of rising healthcare costs and limited plan options, waiting for annual open enrollment isn’t your only path to savings and better coverage. For mission‑driven employers—especially Christian nonprofits—every dollar you save on benefits can fuel your organization’s work. In this case study, see how a mid‑year carrier switch unlocked $20,030 in employer savings, improved employee choice, and paved the way for even greater cost relief down the road.

Situation

Client Profile:

A Christian nonprofit with 147 employees
Current carrier: Blue Cross Blue Shield (BCBS)
Single plan design: $5,000 deductible
Employee‑only premium: $90.15/month
Employer contribution: $623/month

Despite generous contributions, the nonprofit faced three critical issues:

Escalating Costs: Premium renewal rates consistently increased over 20% year over year.
Limited Choice: One high‑deductible option didn’t meet the diverse needs of families, young professionals, and those nearing retirement.
Low Engagement: Declining enrollment signaled dissatisfaction and potential retention risks.

Proposal: Mid‑Year Switch to Cigna

After a rapid, five‑step mid‑year benefits audit, we recommended a seamless transition to the Cigna network, effective August 1, 2025. Key elements of the proposal:

No Payroll DisruptionEmployee contributions and payroll deductions remain exactly as they are today.
$0‑Care Comprehensive HealthcareImmediate access to essential care services with no out‑of‑pocket cost for employees.
Enhanced Plan Menu (Effective Jan 1, 2026)
- $2,000 and $5,000 deductible plan choices
- High‑Deductible Health Plan (HDHP) with Health Savings Account (HSA) compatibility
Future FlexibilitySavings realized in late 2025 can be reinvested to further reduce premiums—or even fully subsidize an employee‑only plan—during the next open enrollment to fully subsidize a free employee-only plan.

Projected Results

By making this mid‑year switch, the nonprofit unlocked:

$20,030 in Employer SavingsCalculated across five months (August–December 2025).
$200–$500/month in Employee Premium ReliefComparable plan designs on the Cigna network cost significantly less, easing out‑of‑pocket burdens.
Immediate $0‑Care AccessEmployees gain no‑cost virtual primary care and mental health services. No-cost radiology, labs, medical equipment, and physical therapy. Effective August 1, without waiting for January.
Potential for a Free Employee‑Only PlanWith savings reallocated at open enrollment, the organization can fully subsidize an employee‑only plan for 2026.

These outcomes not only optimize your benefits ROI but also demonstrate faithful stewardship of resources—reflecting Christian values of caring for one another and empowering families.

Implementation Plan

To ensure a smooth, low‑lift transition, we provided the solution:

Communication Templates: Employee FAQs, announcement emails for internal rollout.
Dedicated Support: Hands‑on assistance from our team to answer questions and troubleshoot.

Conclusion & Next Steps

This case study proves that you don't always have to wait for open enrollment to change your benefits plan if it means significant savings, improved care access, and a boost in employee satisfaction. A proactive, mid‑year benefits review can:

Unlock significant cost reductions
Broaden plan options to meet diverse needs
Strengthen recruitment and retention through better benefits
Demonstrate wise stewardship of ministry resources