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A health insurance broker helps employers compare options, understand costs, and build a benefits package that aligns with their budget and workforce needs. Brokers serve as advisors throughout the year, not just during enrollment.

A Broker Can Help With:

• Comparing plans from multiple insurance carriers
• Evaluating group and individual-based solutions
• Explaining plan designs and cost-sharing structures
• Managing enrollments and employee communications
• Assisting with renewals and plan changes
• Providing ongoing support for employee questions

Why This Matters:
Working with a broker can save time, reduce confusion, and help ensure you're making informed decisions about one of your company's largest employee expenses.

Today's small businesses have more health benefit options than ever before. The best solution depends on your budget, workforce, and business goals.

Common Options Include:

• Traditional small group health insurance
• Level-funded health plans
• Individual Coverage Health Reimbursement Arrangements (ICHRA)
• Qualified Small Employer HRAs (QSEHRA)
• Dental and vision insurance
• Life and disability insurance
• Voluntary employee-paid benefits

Why This Matters:
Every business is different. Exploring multiple options can help you balance employee satisfaction with long-term affordability.

An Individual Coverage Health Reimbursement Arrangement (ICHRA) allows employers to provide employees with a tax-free allowance to purchase their own individual health insurance coverage.

Benefits of an ICHRA:

• Predictable monthly budgeting for employers
• Employees choose their own plans
• Works well for remote or multi-state workforces
• Flexible contribution amounts
• Potentially lower administrative burden

Why This Matters:
An ICHRA can provide employees with choice while giving employers greater control over healthcare spending.

A Qualified Small Employer Health Reimbursement Arrangement (QSEHRA) allows eligible small employers to reimburse employees for health insurance premiums and qualified medical expenses on a tax-advantaged basis.

QSEHRA Features:

• Available to eligible small employers
• Employer-funded reimbursement arrangement
• Annual contribution limits set by the IRS
• Employees can use reimbursements for qualified expenses
• Alternative to traditional group health plans

Why This Matters:
QSEHRAs can provide flexibility and cost control for smaller employers that want to help employees with healthcare expenses.

The cost of group health insurance depends on several factors, including employee demographics, location, plan design, and employer contributions.

Factors That Affect Cost:

• Employee ages
• Number of enrolled employees
• Geographic location
• Plan deductible and out-of-pocket limits
• Employer contribution strategy
• Type of plan selected

Why This Matters:
Understanding all available options—not just traditional group plans—can often uncover opportunities to reduce costs while maintaining valuable benefits.

Eligibility requirements vary by state and insurance carrier, but many small businesses can qualify for coverage with as few as one eligible employee.

Eligibility Factors May Include:

• Business structure
• Number of employees
• State regulations
• Participation requirements
• Employer contribution requirements

Why This Matters:
Many small business owners assume they are too small to offer benefits when they may actually have several available options.

Yes. Many benefit solutions are designed specifically for companies with remote employees located in different cities or states.

Popular Solutions for Remote Teams:

• ICHRA programs
• National PPO networks
• Multi-state group plans
• Dental and vision benefits
• Supplemental coverage options

Why This Matters:
Offering benefits can help remote employers attract and retain quality employees regardless of location.

Many small employers are not legally required to offer health insurance, but doing so can provide significant business advantages.

Potential Benefits of Offering Coverage:

• Improved employee retention
• Stronger recruiting position
• Enhanced employee satisfaction
• Potential tax advantages
• More competitive benefits package

Why This Matters:
Health benefits are often one of the most valued employee benefits and can play a major role in workforce stability.

Yes. Many employers choose to offer dental and vision coverage as standalone benefits or alongside a medical plan.

Common Ancillary Benefits:

• Dental insurance
• Vision insurance
• Life insurance
• Disability insurance
• Accident coverage
• Critical illness coverage

Why This Matters:
Ancillary benefits can provide meaningful value to employees while often being more affordable than major medical coverage.

Both approaches can be effective, but the best fit depends on your workforce, budget, and long-term goals.

A Traditional Group Plan May Be Better If:

• Employees prefer a single company-sponsored plan
• Most employees are located in the same area
• You want a more traditional benefits structure

An ICHRA May Be Better If:

• You have remote employees
• You want predictable healthcare costs
• Employees value plan choice and flexibility

Why This Matters:
Comparing both options side-by-side can help identify the most cost-effective and employee-friendly solution.

Benefits are often a key factor in attracting and retaining quality employees. A well-designed benefits package can strengthen your company and improve employee satisfaction.

Benefits Can Help:

• Recruit top talent
• Reduce employee turnover
• Improve morale and productivity
• Increase employee loyalty
• Create a competitive advantage

Why This Matters:
Investing in employee benefits is often an investment in the long-term success and stability of your business.

The first step is evaluating your workforce, budget, and business goals. A benefits consultation can help identify the solutions that best fit your company.

Information Typically Needed:

• Business location
• Number of employees
• Employee census information
• Current benefits (if any)
• Budget considerations
• Coverage objectives

Why This Matters:
Starting with a clear strategy can help you avoid unnecessary costs while providing meaningful benefits to your employees.