Employee Benefits

We plug in as your benefits team. HR gives us the census and budget; we build the enrollment, educate employees, capture signed elections, and send clean files to carriers (where supported) and payroll. Each month, we reconcile new hires/terms so nothing slips through.

With your budget and goals, we recommend a simple, sensible lineup. Plans can vary by industry, but the process is the same: make choices clear, keep data clean, and back HR so employees feel taken care of.

This is the big line item. Most groups offer 1–3 options (good/better/best). We favor designs with low copays for routine care and a deductible reserved for less frequent, higher-cost services. Level-funded or self-funded options can add cost transparency and long-term control. Typical employer share: 50–90% of the employee-only premium (avoids over-subsidizing and keeps choices intentional).

A gap plan helps offset the health plan deductible for inpatient and surgical events. Example: raise the medical deductible by $1,000 and insure that layer here—often for roughly the cost of a couple co-pays per week. It can stabilize renewals more predictably than HRAs and keeps employee out-of-pocket exposure in check.

Covers costs from accidental injuries (ER/urgent care, diagnostics, etc.). Often employee-paid and pairs well with higher-deductible medical designs. It can also reduce the temptation to route smaller incidents to workers’ comp.

One solid plan usually does the trick. We like broad access (e.g., 90th percentile UCR) so employees can keep their dentist. For smaller groups, an individual dental that employees can keep if they leave is attractive. Typical employer share: 50–90%.

Top-tier vision can be under $10/month—don’t skimp. Networks with retail and private-practice options make utilization easy. Typical employer share: 50–75%.

Foundation coverage. A common design: 180-day elimination, benefits to Social Security normal retirement age. Works best employer-paid for tax-advantaged protection. Can be offered voluntary if budget is tight.

Bridges income before LTD starts. We often offer portable, employee-paid STD (rate-stable, maternity-friendly designs where available) so employees can keep coverage between jobs.

Lump-sum benefit on diagnosis (e.g., heart attack, stroke, cancer). Typically employee-paid; complements STD/LTD and helps households manage deductibles and lost income.

Provide a base layer (e.g., $10k–$50k, or 1× salary to a cap). Enough to cover immediate needs without crowding out personal planning.

Employees can add portable coverage for family needs (often with guaranteed-issue at hire). We make it easy to elect during enrollment and life events.

Permanent coverage for long-term needs. Some designs include living benefits that can help with qualifying long-term care expenses.

We’ll help source a cost-effective recordkeeper and ensure data moves with payroll. If your current payroll can’t integrate, we’ll recommend one that can.

We gather elections and send the right files to the right place. We work with modern administrators focused on user experience and responsive service.

Pet insurance, legal, ID theft, hospital indemnity, and more—easy to add based on your workforce. We can also set a monthly benefit allowance “bank” ($25/$50/$100/$200, etc.) so employees choose what matters most.