Group Employee Benefit Plans
Good benefits are how a small company competes with a big one. I design, quote and renew plans for teams from two people up.
Plan design
We start with your budget and your team, not a brochure.
- · Health, dental and vision
- · Group life and dependent life
- · Short and long-term disability
- · Employee & Family Assistance Programs
Cost control
Benefits should be sustainable in year three, not just year one.
- · Quotes compared across carriers
- · Co-insurance and maximums tuned to your budget
- · Health Spending Accounts for flexibility
- · Renewal negotiated with your claims data in hand
Administration
The part that quietly eats an owner’s week.
- · Enrolment and onboarding support
- · Employee booklets and plan explainers
- · Help when a claim is denied
- · A single point of contact — me
Small-business plans start at very small headcounts, including owner-plus-spouse arrangements.
Premiums are generally a deductible business expense, and most benefits are received tax-free by employees.
Already have a plan? Send me the renewal and I will tell you honestly whether it is competitive.
Group employee benefits for small businesses
Benefits are how a ten-person company competes with a hundred-person one. They are also, for most owners, the least understood line on the budget — quoted once, renewed automatically, and never tested against the market again.
A well-designed small-business plan covers health, dental and vision, group life, and short or long-term disability, usually with an Employee & Family Assistance Program attached. Premiums are generally a deductible business expense, and most benefits are received tax-free by employees — which makes a dollar of benefits worth more than a dollar of salary to both sides.
Plans are available from very small headcounts, including owner-plus-spouse arrangements. For owners who want flexibility rather than a fixed plan, a Health Spending Account converts personal medical and dental costs into a deductible business expense with a set annual budget per employee.
The real work happens at renewal. Carriers price the second year on your claims experience, and a renewal accepted without question is how plans quietly become expensive. We negotiate with the data in hand and re-market when the number does not hold up.
- · Health, dental and vision
- · Group life and dependent life
- · Short and long-term disability
- · Employee & Family Assistance Programs
- · Health Spending Accounts
- · Critical illness for key employees
- · Enrolment and employee booklets
- · Renewal negotiation and re-marketing
Frequently asked questions
What is the minimum number of employees?+
Plans are available from two lives, and in many cases an owner plus a spouse on payroll qualifies.
Are premiums tax deductible?+
Generally yes for the business, and most benefits are received tax-free by employees. Your accountant should confirm the treatment for your structure.
Can you review the plan we already have?+
Yes, at no cost. Send the current renewal and booklet and we will tell you honestly whether it is competitive and where it is over- or under-built.
What is a Health Spending Account?+
A fixed annual amount per employee that can be spent on eligible medical and dental costs. It is deductible to the business, tax-free to the employee, and completely predictable in cost.