When Your Clients' Payroll Is Managed Right, Your Job Gets Easier

Auditors need gross wages by employee, job class, and period. BEG produces this data consistently every cycle. Clean records mean accurate premium calculations and fewer post-audit surprises for your clients.

When headcount, hours, and classification changes are processed correctly in payroll, benefits eligibility tracking is more accurate. Clients who bounce between benefit plans because of payroll coding errors usually have underlying payroll issues that BEG catches at onboarding.

Clients asking their broker about payroll tax questions, state registration, or W-2 issues are asking the wrong person. Once BEG is managing their payroll, those questions go to us -- not you.

Introducing a client to BEG costs you nothing and positions you as the advisor who solved a problem beyond your lane. You are not managing payroll; you are the reason their whole HR picture came together.

• Running every pay cycle
• Payroll tax deposits and filings
• Multi-state employer registration and withholding
• Year-end W-2 and W-3 preparation
• New hire and termination processing
• Workers' comp audit payroll data
• Compliance updates as tax laws change

• P&C insurance placement
• Benefits plan design and placement
• Employee benefits enrollment
• Coverage advising and renewals
• Client HR advisory relationship
• Risk management consulting
• All other broker services

Clients whose workers' comp audit consistently results in a large premium adjustment because their payroll records are inaccurate.

Business owners running their own payroll in QuickBooks or a basic platform without dedicated payroll expertise.

Companies with 20 to 200 employees that have grown past the point where informal payroll management is adequate.

Clients with employees in multiple states who have not registered in all applicable states.

Businesses in industries with complex payroll rules: transportation, construction, healthcare, or multi-location service businesses.

Any client who asks you about payroll vendors because they are not happy with their current setup.

No. BEG manages payroll operations only: running pay cycles, filing payroll taxes, handling multi-state compliance, and producing W-2s. We do not sell insurance, place benefits plans, or advise clients on coverage. Referring a client to BEG does not create any conflict with your existing business relationship.

Workers' compensation audits require accurate gross wage data broken down by employee, job classification, and pay period. When BEG manages payroll, that data exists in a consistent, organized format that auditors can review directly. Clients with messy payroll records often have their WC premiums recalculated upward after audits because classifications are wrong or wages are understated. Clean BEG payroll data typically results in cleaner audits and more accurate premium calculations.

You introduce BEG to your client. We handle the discovery call, scope review, onboarding, and ongoing service entirely. You remain your client's primary advisor for benefits and insurance. We run payroll. There is no ongoing coordination required from you unless your client wants you involved in how payroll data connects to their benefits enrollment or WC audit reporting.

We discuss referral arrangements on a case-by-case basis depending on the nature and volume of the relationship. Book a 15-minute call to discuss what structure makes sense for your book of business.