Helping employers and employees make informed insurance decisions.
From carrier quotes to benefits communication, we have custom tools to help employers and employees understand their benefits options. Our knowledgeable agents will guide you through every step of the process, make recommendations based on your company’s unique needs, and answer any questions you may have.
Technology & Tools
Group Quoting Tool
Quickly compare a wide range of plans from top insurance carriers, presented in a clear, easy-to-read format to help you make confident decisions.
Employee Benefits Packet
A customized packet that clearly explains employee benefit options, highlights per-paycheck costs, and empowers employees to choose the coverage that fits their needs and budget.
Online Enrollment Platform
Our modern enrollment system streamlines setup and renewals, eliminates paperwork, and makes the entire enrollment process faster, easier, and more accurate.
Frequently Asked Questions
Health insurance is one of the most valued employee benefits a company can offer, and providing it can help you attract and retain top talent. It demonstrates that you care about your employees’ well-being and helps reduce turnover. In addition, offering a group plan may provide tax benefits to both the employer and employees. For example, premiums paid by the employer are generally tax-deductible, and employees’ contributions can often be made pre-tax through a Section 125 cafeteria plan.
To qualify for a small group health insurance plan, your business usually needs at least one eligible employee who is not an owner or the owner’s spouse. The employee must work full-time or meet your state’s definition of eligibility. Some carriers may require wage documentation to confirm that the business is active and that employees are being paid. Even if you’re a small company, there are options available, and we can help you determine your eligibility.
If you’re applying for a small group fully-insured plan (typically 2–50 employees), coverage is guaranteed issue — that means you can’t be declined based on the group’s health history. These plans follow Affordable Care Act rules and don’t require medical underwriting.
However, some employers may qualify for level-funded plans, which can offer lower premiums for healthy groups. These plans do consider risk — carriers may ask for prior claims history or require employees to complete individual health questionnaires. Based on that information, the carrier can choose to offer coverage, adjust the rates, or decline the group altogether. We can help you evaluate both options and determine which makes the most sense.
Most insurance carriers define a full-time employee as someone who works at least 30 hours per week on a regular basis. This threshold is commonly used to determine eligibility for group health benefits. However, some carriers allow you to set a higher requirement (such as 35 hours) as long as it is applied consistently. It’s important to clearly define full-time status in your employee handbook or onboarding materials so there’s no confusion.
Group health insurance plans typically require the employer to contribute at least 50% of the premium for employee-only coverage. This ensures that employees have affordable access to the plan and helps meet carrier participation requirements. Employers can choose to contribute more than the minimum or offer a fixed dollar amount toward premiums. You’re not required to contribute toward dependent coverage, though you may choose to do so as an added benefit.
Most insurance companies require a certain percentage of eligible employees to enroll in the plan — often around 70% to 75%. Employees who have other valid coverage, such as through a spouse or Medicaid, are typically excluded from this calculation. This requirement ensures that the risk is spread across a broad group, which helps keep premiums affordable. Some carriers may waive participation requirements at certain times of year, like during the annual open enrollment window.
Yes, employers can create separate benefit classes based on legitimate job-related categories, such as full-time vs. part-time, management vs. staff, or by location. Each class can have its own plan offerings or employer contribution strategy. However, it’s important to ensure that the classifications are applied fairly and don’t discriminate against certain employees. Our team can help you structure your benefits in a way that meets your goals while complying with legal and carrier guidelines.
Most group health plans are offered on a 12-month contract, and your rates are guaranteed for that period. However, employers are not permanently locked in — if you decide to cancel the plan, most carriers allow you to terminate coverage with 30 days’ written notice. Keep in mind that early cancellation could impact employee satisfaction or create gaps in coverage, so it’s important to have a plan in place if you’re making changes mid-year.
Yes, once you enroll in a group health plan, your rates are typically guaranteed for 12 months. That means the premiums won’t change during your plan year, even if employees have significant medical expenses. Rates can change at renewal based on a variety of factors including group size, age distribution, plan design, and any changes in federal or state regulations. We’ll help you review your renewal and explore options if rates go up.
Most carriers allow group coverage to begin on the first day of any month, as long as your application is submitted before the cutoff date (usually 5–10 days before the desired start). Starting coverage mid-month is typically not allowed. We can help you time your enrollment to align with your payroll schedule and avoid coverage gaps, especially if you’re switching from another plan or offering benefits for the first time.
Many employers choose to enhance their benefits package by offering dental, vision, life insurance, disability coverage, and supplemental options like accident or critical illness insurance. These additional benefits are often surprisingly affordable and can be paid entirely by the employee, the employer, or a combination of both. Offering a broad range of benefits can improve morale, support employee wellness, and make your business more competitive in the job market.
Employers offering health benefits must comply with a range of requirements, including distributing required notices (like the Summary of Benefits and Coverage), properly handling pre-tax deductions under Section 125 rules, and following federal nondiscrimination laws. Depending on the size of your company, you may also need to provide COBRA or state continuation coverage and file IRS forms like the 1095-C. We’ll help you stay up to date with all applicable rules and take the burden off your plate.
No — there’s no added cost to use a licensed health insurance agent. Carrier rates include commissions whether you use an agent or go direct, so you’re paying for that service either way. By working with an agent, you gain access to expert guidance, personalized plan recommendations, support with enrollment and renewals, and help resolving any issues that may come up. It’s like having a benefits consultant on your team — at no extra charge.
Getting started is easy. We’ll help you gather the necessary information (like employee census and business documentation), walk you through your plan options, and recommend a setup that fits your team and your budget. From there, we handle the paperwork, assist with employee communication, and get your group enrolled on your desired start date.
What to Expect – Step by Step