Business Health Insurance That Attracts Talent
The right benefits pathway depends on how many people you employ, whether they're W-2 or 1099, and what you already offer. Find your pathway below before requesting a consultation.
The right benefits pathway depends on how many people you employ, whether they're W-2 or 1099, and what you already offer. Find your pathway below before requesting a consultation.
Match your situation to a starting point, then bring the details to your consultation.
Employees: Owner only, or a handful of W-2 staff.
Likely fit: Individual or small-group coverage rather than a full group plan. See self-employed options →
Employees: 2 to 49 W-2 employees.
Likely fit: A small business group plan sized to your headcount and budget. See small business plans →
Employees: 25+ employees, possibly already offering benefits.
Likely fit: Group health insurance with more plan choice and cost-control tools. See group health plans →
Workforce: Primarily contract or freelance workers.
Likely fit: Contractor-specific benefit solutions rather than a traditional group plan. See contractor solutions →
Situation: You have a plan but want to prioritize what to add next.
Likely fit: An employee benefits strategy review. See employee benefits strategy →
Situation: You know you want to offer something but haven't landed on a starting point.
Likely fit: Tell us your employee count, workforce type, and target effective date in the form below, and we'll point you to the right pathway.
Offering benefits for the first time is usually less complicated than owners expect, but it does run on a timeline that rewards starting early. Knowing what gets asked, and what determines your options, makes the first conversation far more productive.
Three things shape what is realistically available to a business. Headcount sets which markets you can access, since group plans have participation requirements and the rules differ meaningfully above and below 50 full-time equivalent employees. Workforce composition matters because W-2 employees and 1099 contractors cannot be treated the same way under a group plan. Where your employees live affects which carrier networks will actually serve them, which becomes a real constraint for teams spread across several states.
Group plans are priced for the group rather than the individual, so an employee's own medical history does not change what they are charged. Employers typically contribute a set share of the premium, and the employee's portion is usually deducted pre-tax, which lowers their taxable income. In exchange, group plans carry obligations an individual policy does not: participation minimums, defined enrollment windows, and rules about offering coverage consistently across similar classes of employee.
Group coverage takes longer to put in place than individual coverage. Between gathering census information, comparing carrier quotes, choosing a plan, and enrolling employees, starting 60 to 90 days before your target effective date is a comfortable pace. It can be done faster, but rushing tends to narrow the options you get to consider.
Not every business is best served by traditional group coverage, and it is worth knowing that before you start. Smaller teams and contractor-heavy businesses sometimes do better with reimbursement arrangements that let the business contribute toward coverage employees choose themselves. Part of the consultation is determining honestly whether a group plan is the right instrument for your situation at all.
Tell us about your company and our team will put together group coverage options for your review.