You're not too small to get this right.

Compare group coverage and reimbursement options for your workforce and budget.

The problem nobody explains to small employers.

Small employers may have several structures to compare, including fully insured coverage, level-funded arrangements, ICHRA, and other HRA options. Availability, underwriting, employee impact, and total cost vary, so each option needs to be evaluated against the employer's current facts.

Small employers can remain in a plan structure that no longer fits simply because alternatives were never compared. A structured review can test available options without assuming that a different funding arrangement will qualify or cost less.

"You're not too small to have a benefits strategy. You've just never had an advisor whose only job was to build you one."

What a dedicated benefits advisor actually does for a small business.

We start with a full assessment — what you're paying, what your employees are using, what's working, and what isn't. Depending on carrier rules, underwriting, group characteristics, and location, available options may include level-funded plans and ICHRA models. We verify eligibility and terms before comparing them.

Beyond plan design, we handle the pieces that fall through the cracks with a generalist broker: Section 125 cafeteria plans, COBRA compliance, ACA applicability analysis as you approach 50 employees, and benefit communication materials so your people actually understand what they have.

Why this isn't like working with your current broker.

Your advisor only does benefits.

Not property, casualty, auto, or life. Employee benefits is their entire practice — carriers, plan structures, compliance, and alternative funding strategies that the field moves too fast for a generalist to keep up with.

Your advisor has the bandwidth to know your business.

A 15-employee company gets the same advisor model as a 200-employee organization. Your size doesn't determine your service level — our operating model does.

Independence means clean recommendations.

No carrier ownership, no production quotas. When we recommend a plan, it's because we've evaluated what's available and this is the best option for your business — not the one that fits a revenue target.

Benefits technology included at no extra cost.

Employee onboarding, document management, professional online benefit guides — handled in one integrated platform instead of spreadsheets and email. Quarterly check-ins and compliance monitoring are built into every relationship.

Questions small business owners ask us.

It's worth it precisely because you have 12 employees. At that size, every hiring decision and every retention challenge is amplified. Losing one person means losing 8% of your workforce. A strong benefits package is often the deciding factor between keeping a key employee and watching them leave for a larger company with better coverage. And at your size, the difference between the right plan structure and the wrong one can be tens of thousands of dollars a year.

Most insurance agents handle multiple lines of business — property, casualty, auto, workers' comp, and health insurance. A benefits advisor focuses exclusively on employee benefits: health, dental, vision, life, disability, compliance, and alternative funding strategies. The difference is depth. Your agent knows enough about health insurance to set up a plan. A benefits advisor knows enough to design a strategy that evolves with your business.

More than you might think. ICHRA lets you set a defined monthly contribution while employees choose individual coverage, and QSEHRA may be another option for eligible small employers. Premium-tax-credit treatment depends on the HRA type, affordability, whether the employee accepts the HRA, and household circumstances. Voluntary benefits may also expand employee choices, with costs depending on the product and contribution arrangement. We compare the available structures against your workforce and budget.

Changing your advisor does not necessarily require changing your health plan. If you retain the same plan, we will confirm the administrative steps with your carrier. If you change plans, carriers, or funding arrangements, networks, benefits, authorizations, and employee costs may change. We review those effects and coordinate the transition before changes take effect.

Compensation arrangements and any separate fees depend on the services, products, and agreement involved. Before you engage us, we will explain the arrangements that apply so you can evaluate the scope and total cost.

The ACA employer mandate kicks in at 50 full-time equivalents. That means you'll be required to offer affordable minimum-value coverage or face penalties that can exceed $2,900 per employee per year. This threshold also triggers reporting requirements, affordability calculations, and plan design considerations that didn't apply when you were smaller. If you're in the 35–50 employee range, the time to start planning is now — not after you cross the line.

Big enough to need a strategy. Small enough to deserve a real one.

Your business isn't too small for a dedicated benefits advisor. It's exactly the right size for one who actually has time to think about your account.

Learn About Our Approach