Premium increases are often driven by claims history, age demographics, and overall healthcare costs—not just your company’s size. Even one or two large claims can significantly impact renewal rates. The good news: you often have more options than your current carrier is showing you.

Yes. Many small businesses qualify for:

• Level-funded plans

• Self-funded options (even with as few as 5 employees)

• MEWA/group association plans

• ICHRA (Individual Coverage HRA) strategies

These options can reduce costs and provide more control compared to traditional plans.

A level-funded plan combines the predictability of a fully insured plan with the potential savings of self-funding.

• Fixed monthly payments

• Potential refunds if claims are low

• Often lower premiums than traditional plans

It’s one of the fastest-growing solutions for small groups.

Supplemental benefits (like accident, critical illness, and hospital indemnity) help employees cover out-of-pocket costs that major medical doesn’t pay.

Absolutely. Smart plan design allows you to:

• Set a fixed employer budget

• Shift tax-efficient contributions

• Offer voluntary benefits employees can choose

• You may even be able to save on FICA contributions

Many employers actually reduce overall costs while improving coverage.

A Section 125 plan allows employees to pay for benefits with pre-tax dollars.

Benefits include:

• Payroll tax savings for employers (FICA savings)

• Lower taxable income for employees

• Increased take-home pay

It’s one of the easiest ways to make benefits more affordable.

In today’s market, benefits are often just as important as salary. Offering even a basic benefits package can:

• Improve recruiting

• Reduce turnover

• Increase employee loyalty

Many advanced options start at:

• 2 employees (traditional group plans)

• 5+ employees (more competitive level-funded options)

Even very small businesses now have access to strategies that used to be limited to large companies.

Not always. Depending on your situation, you may have options to:

• Move to an ICHRA strategy mid-year

• Add supplemental benefits anytime

• Prepare early and avoid last-minute renewal stress

Typically:

• 5 - 7 days for initial, base quotes

• 3 - 5 weeks for decision and setup depending on the size of the group

• Coverage can start as soon as the first of the next month in some cases

A simple review of your current plan:

• Current rates

• Census (ages, zip codes, dependents)

• Renewal information

From there, we can quickly identify better options—often within a few days.

Yes—in some situations, it is possible.

While traditional group health insurance is typically designed for W-2 employees, certain carriers may allow 1099 contractors to be included if there is a consistent and ongoing working relationship with the business. This means the individual is not just receiving occasional or one-time payments, but is regularly engaged with the company and receiving steady compensation.

A common example would be a real estate agent working under a brokerage, where they operate as a 1099 contractor but maintain a committed, long-term relationship with the firm.

Each carrier has its own underwriting guidelines, so eligibility can vary. The key factors are consistency, stability, and the nature of the working relationship.

We can help review your specific situation and determine whether your group may qualify, as well as explore alternative options if needed.

I specialize in helping small businesses find affordable, flexible benefit solutions—often uncovering options they didn’t know existed.

👉 Text “GROUP” to 573-552-7153 and schedule a quick consultation to see what’s possible.