ESG partners with growth-minded employers to cut healthcare and benefits costs — without cutting coverage, sacrificing quality, or moving employees onto a worse plan.
This is one of dozens of Minnesota employers ESG has helped. See what your company could save →
Adjust the details below for a rough estimate. Submit for a personalized, no-obligation savings report.
This is a directional estimate based on average Minnesota employer data, not a quote. Actual savings vary by plan design, claims history, and group size — schedule a free review for exact numbers.
We audit your current group health plan and identify overpayment through level-funded, self-funded, and alternative plan structures — often without changing carriers.
By pooling purchasing power across employer groups, ESG unlocks pricing and plan options that individual small businesses can't access on their own.
Most Minnesota employers overpay 401(k) fees without knowing it. We benchmark your plan against the market and recover the difference for your business.
Join the Bookkeepers' Growth Network and turn what you already know about your clients' books into a referral engine — with revenue share on every employer you introduce to ESG.
Whether you're managing benefits directly or advising the businesses that do, ESG plugs into how you already work.
Minnesota renewals are landing 10–20% above last year. We build a plan before that hits your budget.
Most brokers won't show you where the money goes. We open the books on your plan's real cost structure.
Better benefits at a lower cost keep employees happy without stretching your budget thinner.
We work directly with your bookkeeper or CPA so nothing falls through the cracks at renewal.
The average Minnesota employer pays 1.5–2% of plan assets in fees they never see itemized.
This isn't a one-time discount — it's ongoing benchmarking so costs stay in check year after year.
Minnesota renewals are landing 10–20% above last year. ESG rebuilds your plan around level-funded, self-funded, and co-op strategies that cut cost without cutting coverage.
We review claims history, plan design, and carrier pricing to find exactly where you're overpaying — before anything changes.
We compare level-funded, self-funded, and group co-op options side-by-side against your current fully-insured plan.
Most employees never notice a change in their day-to-day coverage — the savings come from how the plan is funded and priced, not from cutting benefits.
ESG re-benchmarks your plan annually, so savings compound instead of eroding at the next renewal.
Combines the predictability of fully-insured billing with the underlying economics of self-funding. The most common fit for MN employers with 20–250 employees at October renewal.
The business assumes more of the claims risk in exchange for greater control and long-term savings potential — best suited to larger or lower-risk groups.
Pooling purchasing power with other employer groups to access pricing and plan options that aren't available to any one small business alone.
Switch to a flexible 401(k) solution — perfect for businesses in CA, IL, NY, MN, and more.
State-mandated retirement laws are here or coming soon across the U.S. — from CalSavers (CA) and Illinois Secure Choice to MN Secure Choice (starting Jan 2026) and the NY Secure Choice Savings Program. Many business owners in states like CA, IL, or OR are frustrated with state programs' limited options, rigid portals, and poor service. Don't risk penalties or settle for less — ESG's 401(k) solution gives businesses a better path in:
Our 401(k) solution outshines state programs like CalSavers, OregonSaves, and RetireReady NJ:
We make compliance easy across states like CO, CT, DE, and beyond:
*Consult your CPA for actual tax deductions available to your business. Source: Wolters Kluwer, Betterment, Benzinga, BLS. Statistics referenced from Wolters Kluwer's research on the popularity of 401(k) plans, Betterment's analysis of employer match benefits, Benzinga's reporting on employer match rates, and BLS data.
1+ employees must register by Dec 31, 2025, or face $250/employee fines.
5+ employees, register ASAP or face civil penalties.
1+ employees, comply now or face penalties.
25+ employees. Nov 15, 2024 deadline has passed; fines up to $500/employee.
Starts Jan 2026 — 5+ employees must offer a plan.
In development — 10+ employees, coming soon.
5–14 employees by Jul 1, 2026 — prepare now. Check your state's status and switch to a better 401(k) today.
This information is for general guidance only and isn't legal or tax advice. Confirm requirements for your state and business with your CPA or attorney.
Choose an option to get started:
Start a tailored 401(k) for your CA, IL, NY, or MN business.
Book a Free Consult NowA referral network built for independent bookkeepers and small firms — turn the trust you've already earned with your clients into a second revenue line, without becoming a benefits broker yourself.
ongoing commission on every employer client you refer to ESG — for as long as they stay a client.
Learn MoreConnect with other independent bookkeepers facing the same growth ceiling — swap what's working, not just war stories.
A structured, trackable way to introduce employer clients to ESG's benefits and 401(k) work — with commission built in from day one.
Move from "the person who does the books" to the trusted advisor clients call before any financial decision.
Most bookkeepers built their firm alone, and grow it the same way. BGN exists so you don't have to figure out client growth, referral pricing, or partnership terms by yourself.
Refer employer clients to ESG and earn commission — no minimum activity required.
Adds peer calls, co-branded referral materials, and priority scheduling for your clients' savings reviews.
For firms referring at volume — includes a dedicated ESG account contact and quarterly strategy sessions.
A second income line with zero delivery work on your end.
Clients stay longer when you're solving more than their books.
Referring real savings makes you the advisor, not just the vendor.
Recurring referral revenue is the kind of number buyers pay more for.
Introduce your first employer client to ESG and see the process end-to-end.
Use the scripts and materials from the network to make referrals routine, not occasional.
Bring in 401(k) benchmarking and co-op strategies as a natural extension of the relationship.
Every employer client you introduce is tracked from first conversation to signed savings review — and your commission continues for as long as they stay with ESG, not just on the first sale.
The same benchmarking engine ESG uses for its own clients is available to BGN members — so you can show a client exactly what they're overpaying before ESG ever gets involved.
Explore 401(k) SolutionsYou already see it in the books — a renewal that jumped, a 401(k) fee line that doesn't add up.
One short conversation and a referral link — ESG takes it from there.
Your client saves money, you earn ongoing commission, and the relationship gets stronger.
in combined client savings identified by ESG this year — savings BGN members helped surface.
Join the NetworkReferring clients used to mean chasing a broker for updates. With BGN, it's one click and a shared dashboard.
Level-funded, self-funded, and co-op plan design.
Fee analysis and plan providers vetted by ESG.
Referral partners who bring the tax and compliance lens.
Practical analysis for CFOs and HR directors navigating health insurance, 401(k) fees, and Minnesota benefits compliance.
Minnesota small-group health insurance renewals are landing 10–20% above 2025 rates, with the average increase running 14.22%. Here's what's driving it — pharmacy mandates, and the levers employers can pull before the October renewal window.
Read article →Most Minnesota employers with 20–250 employees don't realize they're overpaying 401(k) fees by thousands per year. Here's how to benchmark your plan — and the $41.5K case study that shows what's actually possible.
Read article →Level-funded health plans combine the predictability of fully-insured billing with self-funded economics underneath. Here's why Minnesota employers with 20–250 employees are choosing them at the October renewal window, and the math behind six-figure savings.
Read article →Self-funded and level-funded health plans are gaining traction with 25–200 employee companies in Minnesota. Here's the plain-English breakdown — and whether the math works for your company.
Read article →The average Minnesota employer pays 1.5–2% of plan assets in hidden 401(k) fees. Here's how benchmarking cuts that to under 0.50% — without reducing employee benefits.
Read article →Minnesota employers with 20–250 employees are spending $12,000–$15,000 per employee per year on health insurance. Here's the breakdown, and how ESG clients cut that by 15–25%.
Read article →