Fiduciary benefits consulting that puts your people—and your profit—first.

We help HR leaders, CEOs, COOs, and business owners design health plans employees can afford to use by aligning incentives, demanding data, and managing the healthcare supply chain.

Who we do it for

We partner with employers and leadership teams who are tired of renewal surprises and inflated costs. Our clients value transparency, fiduciary alignment, and sustainable benefit plans.

financial-officers

Chief Financial Officers

Predictable spend and PEPM clarity with fiduciary accountability built into every renewal cycle.
 

human-resources

HR & Benefits Leaders

Better navigation and member literacy that improve satisfaction while reducing waste.
 
 

business-owners

CEOs, COOs & Business Owners

Benefit strategies that strengthen culture, retention, and the bottom line—allowing leaders to reinvest savings back into their people and growth.

Fiduciary consultant vs. legacy broker

A fiduciary consultant is paid by you and acts in your best interest. A legacy broker is paid by carriers and rewarded when your costs go up. The difference matters.

Under the Employee Retirement Income Security Act of 1974 (ERISA), employers who sponsor group health and welfare plans are considered plan fiduciaries. This means they carry a legal obligation to act prudently and solely in the best interest of plan participants. Most employers are unaware that retaining a legacy broker—whose compensation and incentives are tied to carrier arrangements—can place them at risk of non-compliance with ERISA’s fiduciary standards.

As a true fiduciary consulting firm, IBT Consulting operates under ERISA’s framework and aligns with the Department of Labor (DOL) and other governing bodies that oversee employer-sponsored benefits and welfare programs. We ensure that every recommendation, vendor contract, and renewal decision meets the highest standards of loyalty, prudence, and transparency required by federal law. This approach not only safeguards your organization from potential penalties but also protects your employees’ welfare benefits with integrity and clarity.

IBT’s fiduciary process includes reviewing plan fees for reasonableness, disclosing all compensation, ensuring vendor accountability, and maintaining full compliance with ERISA, DOL, IRS, CMS, HHS, and ACA regulations. Where legacy brokers profit through opacity, we build confidence through compliance, ethics, and measurable outcomes.

Employer’s Responsibility:

Employers have a moral and fiduciary responsibility to assess their health plans, independent of those financially benefiting from it. As an employer, it’s time to stop asking your advisors to evaluate the quality of the health plans they’re paid to keep in place.

employer-responsibilities

ERISA Fiduciary Responsibilities at a Glance

  • Duty of Loyalty: Act solely in the interest of plan participants and beneficiaries.
  • Duty of Prudence: Make decisions with the care, skill, and diligence of an experienced fiduciary.
  • Reasonable Fees: Ensure all plan fees and vendor costs are necessary and justifiable.
  • Transparency: Disclose all forms of compensation and potential conflicts of interest.
  • Compliance Oversight: Adhere to ERISA, DOL, IRS, CMS, HHS, and ACA rules governing health and welfare plans.

At IBT Consulting, we guide employers through these fiduciary standards with precision and accountability—ensuring your plan operates transparently and compliantly, protecting both your organization and your employees.

Transparency. Integrity. Results. — The IBT Consulting difference.