Frequently Asked Questions

Technically, you can have a group health plan as long as you have 2 eligible employees (that could be an owner + one W2 employee, 2 owner partners, etc.) – and only one has to enroll. Some level-funded options may require a slightly larger group, often starting at 5 or 10 employees. Availability depends on plan structure, workforce makeup, and location.

Independent brokers aren’t tied to one insurance company or service. That means we can compare plans from multiple carriers to find coverage that fits your specific needs, preferences, and budget. 

Most insurance plans have a broker commission already built into the premium, which is then paid to the broker of record on the account. In most cases, the included commissions cover the cost of our time. In the rare situation when the commissions are not sufficient to cover the cost of our time, we will charge a consulting fee to cover the difference. We disclose all fees upfront and explain any commissions that we’ll receive when we help to choose your employee benefits package.

Yes, and we encourage it. When it comes to health insurance, one size does not fit all. We can help you design a benefits package that gives employees choices to best fit their needs, while controlling overall cost. Multi-option strategies can improve employee satisfaction without significantly increasing employer spending when designed thoughtfully. 

No. Shopping the market doesn’t always mean changing carriers. Regular market review helps ensure your current plan still provides good value and gives you leverage when negotiating renewals—even if you ultimately stay with the same carrier. 

In many cases, former employees may be eligible for COBRA or State continuation coverage. We help employers understand their options and communication requirements, and recommend third party vendors to coordinate administration, when appropriate.  

Not always. Many ancillary benefits can be offered on an employer‑paid, employee‑paid, or blended basis. We help employers decide which approach aligns best with their compensation strategy and workforce needs. 

Sometimes. Eligibility depends on the specific plan and carrier requirements. We can help identify options with broader eligibility if offering benefits to part‑time staff is a priority. 

Many ancillary and supplemental plans offer guaranteed issue during initial enrollment or open enrollment periods, meaning no medical questions are required. Requirements vary by plan and timing. 

Enrollment typically happens through an online benefits administration platform. We assist with setup, communication, and education so employees understand their options and know how to enroll correctly. 

Yes. We support employers with group enrollment meetings, clear communications, and access to resources that help employees understand their choices—not just make selections. 

Yes. We believe access to confidential, one‑on‑one support is critical. Employees can speak with a subject‑matter expert about their individual situation without involving their employer or HR team. 

Benefits administration continues year‑round. We support employers with eligibility changes, employee questions, vendor coordination, and ongoing plan management so benefits don’t become an internal burden. 

Claims are typically filed directly with carriers, often through online portals or mobile apps. If issues arise, we assist employees and employers in navigating next steps and resolving problems. 

If we are your benefits broker, we help coordinate new hire enrollments and qualifying life event changes throughout the year to ensure updates are handled correctly and on time. 

It’s best to start planning before you reach key thresholds, such as 50 full‑time equivalent employees. Early planning allows for better affordability strategy and fewer surprises. 

At a minimum, benefits should be reviewed annually. Regular review helps ensure plans remain competitive, affordable, and aligned with workforce needs as your business evolves. 

If you find yourself in receipt of IRS Letter 5699 – when the IRS believes that you should have filed 1095 forms for a specific year, but have not – we can help. We can review your information and analyze if 1095 forms were in fact required that year based on your Full Time Equivalent (FTE) employee counts in the prior year. If necessary, we can help to gather information and coordinate with a third party vendor to generate and e-file 1095 forms.