Welcome Small Business Owners

Navigating the world of employee benefits can feel like trying to solve a puzzle while blindfolded! Especially when you're aiming to balance high-quality benefits with managing costs. As small business budgets are squeezed tighter and tighter, the quest for creative financing methods has never been more critical.

We've assisted hundreds of self employed individuals and small business owners with setting up the right coverage for their unique situation, while staying within tight budgets. You are NEVER ALONE! Like a guiding light, we're right beside you every step of the way!

TOP 3 most common Questions...

What Do Your Employees Really Want?

Top 5 benefits employees want in 2024!

  1. Employer-covered healthcare

  2. Life Insurance

  3. Pension and retirement plans

  4. Mandatory paid time-off

  5. Mental health assistance

Are Employee Benefits Really Worth It?

What's the return on investment?

Health insurance works great at drawing potential workers to your company. It also offers promising returns on your investment (ROI). A recent study by "Avalere Health," shows employers stand to gain 47% ROI on average. That translates to $1.47 back for every $1 spent in health benefits. They also expect this number to climb to 52% by 2026. Companies that spend more should expect higher ROI from their employer-sponsored program.

Can I afford this and how much will it cost?

Employers have more funding options than ever.

Self funded plans are becoming more popular and aim to help companies potentially lower their benefits costs. Review each available option carefully with your agent to decide which method is right for your business.

Group Funding Options

Fully Insured

Fully-Insured Plans: This traditional route offers the least risk to employers but comes with higher costs. You pay a premium to an insurance carrier for a specified plan, with no financial surprises but also no savings on lower-than-expected claims.

Self Funded

Self-funded employee benefits refer to a system where, instead of paying premiums to an insurance company, an employer directly assumes the financial risk of providing healthcare benefits to its employees. Under this model, the company pays for each claim as it arises, typically setting aside a pool of funds for this purpose initially and then by adding employee monthly payments throughout the year. The company would be protected from large claims by the insurer and could qualify for a premium rebate at the end of the year.

Group Health ALTERNATIVES

These plans allow staff to select their own individual plans

QSEHRA

"Qualified Small Employer Health Reimbursement Arrangement"

  • Defined contribution—employers select how much money to contribute to employees, up to the allowed annual 2024 limit of $5,850 for individuals and $11,800 for households.

  • Generally, small employers with fewer than 50 employees (other than certain owners or their spouses) who don't offer other group health plan coverage.

  • Employees can generally choose how they use a QSEHRA as long as they use it for qualifying health care expenses, and they also have qualifying health coverage, like a plan from the Individual Marketplace.

  • QSEHRA reimbursements aren't taxed to the employee. If the QSEHRA is unaffordable (we can calculate this for you), the employee must reduce the amount of the advance payment of the premium tax credit (APTC) by the QSEHRA amount.

ICHRA

"Individual Coverage Health Reimbursement Arrangement"

  • Defined contribution—employers select how much money to contribute to employees and, if the employer chooses, to employees’ dependents.

  • Employers of any size with at least one employee (other than certain owners or their spouses).

  • Employees can generally choose how they use a ICHRA as long as they use it for qualifying health care expenses, and they also have qualifying health coverage, like a plan from the Individual Marketplace.

  • ICHRA's aren't taxed to the employee. If an employee accepts the individual coverage HRA offer, no premium tax credit is allowed for the employee's Marketplace coverage. If the employee declined the coverage because it is "unaffordable" (we can calculate this for you), they may qualify for a premium tax credit for Marketplace coverage, if they are otherwise eligible.

how does the process work?

Next steps

We guide you through each step from start to finish

  • Complete your initial consultation and fill out your New Business Intake Form.

  • We will complete your assessment within 72 business hours of receiving your form.

  • Once we've completed your assessment, we will reach out to you for a good time to go over your recommendations and proposal.

  • At this point you will select your plan or plan(s) and you'll pick a start date.

  • You will need to decide who's eligible to enroll in the plan

  • Decide your contribution amounts - allowance

  • Gather all legal IRS documents (we can help with this step)

  • Communicate your new benefits package to your staff

  • Provide the resources necessary for all eligible employees to enroll in your new plan.

Complete Intake Now

Quality, one-on-one support

We offer support services to all of our clients 6 days per week

  • Complete a Full Needs Assessment For Your Company

  • 200+ Carriers Competing for Your Business

  • Hands-On and Technology Driven Results

  • Health Plan Set Up and Compliance

  • Employer & Employee Online Portal For Easy Administration

  • Member / Carrier Communication Liaison

  • Employer and Staff On-Going Communication & Support