Group health without the government price tag.
Protect the people who make your business run.
Stop letting premiums that rise every year regardless of your team's health drain the business. Traditional group insurance was designed for big corporations, which leaves small employers paying for mandates they never asked for.
Licensed US advisors
Speak with a real person in America who reviews your coverage honestly and builds a strategy around your team, not a carrier's quota.
Transparency guarantee
We work for you, not the insurance companies. If your current plan is already the best option, we'll say so.
Nationwide access
We shop every carrier we're appointed with to find the networks your team can actually use, wherever they live.
What is small business health coverage?
A set of options that let employers offer health benefits while keeping control of cost and flexibility, from traditional group plans to arrangements that give employees the choice instead.
Who it's for
Businesses with under 50 employees, and especially growing teams who want to attract and keep people with benefits that compete above their weight.
How it works
You choose an approach that fits your budget and your workforce. That may be traditional group coverage, or a structure where the business contributes and each employee selects their own plan.
Where small employers get squeezed
Traditional group insurance is priced and designed for companies with a thousand employees. Below that, the math stops working in your favour.
The premium trap
Traditional carriers raise rates every year regardless of how healthy your team is. Level-funded and private plans can reward a healthy group with lower costs instead.
The one-size-fits-none mandate
You end up paying for coverage that doesn't match your company or your people. Benefit packages can be built rather than bought off the shelf.
The administrative burden
You're a business owner, not an HR department. Enrollment and employee education should not land on your desk.
The retention gap
Good people increasingly weigh medical freedom when they choose where to work. Nationwide PPO access is a retention tool, not just a benefit line.
Four ways to structure it
Traditional group insurance is not the only way to offer benefits, and for a team under 50 it is frequently not the best one.
Private and level-funded plans
Healthy teams stop subsidizing everyone else
Plans that sit outside standard group structures, priced against your team's actual claims. Depending on your demographics, that can mean real savings and money back.
- Claims-based pricing, with potential refunds
- Nationwide PPO access
- Transparent, stable renewals
Individual coverage with employer support
Your people choose, you contribute
Rather than one group plan for everyone, you help employees buy their own individual coverage. They get a plan that fits their family; you get costs you can predict.
- Each employee picks coverage that fits their household
- Predictable employer cost
- No group plan to administer or renew
Defined contribution
A fixed number, every month
You set a fixed monthly amount toward each employee's healthcare, and they select coverage from there. Your budget stops being a moving target.
- You control the number, not the carrier
- Costs stay flat as premiums move
- Scales cleanly as you hire
Health reimbursement arrangements
Tax-advantaged, and flexible
Reimburse employees for eligible medical expenses and premiums. Tax advantages without the complexity of running a traditional group plan.
- Tax-advantaged for the business
- Covers premiums and eligible expenses
- Far less administration than a group plan
Compare the structures
Pricing model
Level-funded plans
Claims-based, potential refunds
Traditional group (ACA)
Fixed, always increases
Employer health sharing
Lowest fixed cost
Network
Level-funded plans
Nationwide PPO access
Traditional group (ACA)
Often restricted HMO
Employer health sharing
Total provider freedom
Renewals
Level-funded plans
Transparent and stable
Traditional group (ACA)
Single or double-digit hikes
Employer health sharing
Stable, community based
Employee choice
Level-funded plans
Highly customizable
Traditional group (ACA)
Limited
Employer health sharing
Freedom focused
Business savings
Level-funded plans
Up to 30%
Traditional group (ACA)
None
Employer health sharing
Maximized
What to work through first
Offering benefits is one of the larger decisions a small business makes. These are the questions that decide it.
- Which options fit your business size and budget
- How much freedom your employees have to choose their own care
- The true cost, for the business and for the employee
- How the coverage actually supports retention
- How easily it scales as the business grows or changes
Three steps to better benefits
The census audit
We securely review your team's basic demographics to determine which funding strategy is genuinely the most cost-effective for a group your size and shape.
Plan architecture
We present a menu of options, from private PPOs to level-funded plans to health sharing, so you can choose what fits your budget and your values rather than being handed one quote.
Seamless rollout
We handle employee onboarding and education, so your team understands what they have and actually values it. The paperwork does not land on your desk.
What people actually ask.
No. Many small businesses now choose alternatives. Depending on your size, budget, and team, individual plans or a customized benefit strategy often provide more flexibility at lower overall cost.
Defaulting to a traditional group plan without understanding the full financial exposure or the alternatives. Group plans can be expensive, restrictive, and a poor fit for a smaller team.
Yes. In many cases the business can contribute toward healthcare while each employee chooses individual coverage that fits their own family's needs.
Many of these strategies work best under 25 employees, though options exist well beyond that. The right approach depends on your workforce and your goals rather than a headcount threshold.
Not necessarily. In some cases moving away from a traditional group plan reduces employer cost while still protecting employees against major medical expenses.
Family-owned businesses, contractors and trade companies, restaurants and hospitality, professional services firms, and small teams and startups.
We don't start with a product. We start with a protection strategy built to reduce financial exposure, and give the owner clarity before committing to anything.
Yes, and many businesses ask us to. We review current coverage to identify cost inefficiencies, coverage gaps, and alternative strategies worth considering at renewal.
Yes. The business healthcare review is a strategy session, not a sales pitch. If we think your current setup is already the best fit, we'll tell you.
Looking for something else?
Get your free healthcare review.
Book a 15-minute review with a licensed advisor, or have one reach out to you. No call center, no pressure, and every number on the table. Keep the protection. Cut the rest.
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