Good employees leave for coverage. We set up benefits for 1 to 50 employees, then handle enrollment and renewals.
Two quick questions. A licensed benefits advisor prices your real options and sends them over. No cost, no obligation, no spam calls.
How many people do you need to cover?
What matters most to you?
Free to quote. We never sell your information.
Small businesses have four realistic ways to cover a team. Two are traditional plans where everyone shares one plan. Two give each employee a set dollar amount to buy their own coverage. Your advisor prices all four against your headcount and tells you which fits, in plain English.
No single option wins for everyone. We show the tradeoffs against your real numbers.
The classic setup. You choose one plan and the insurance company bills a set monthly price. Familiar and predictable, with the least work for you.
You pay a steady monthly amount. If your team has a healthy year with fewer claims, you can get some of it back.
Give each person a set, tax-free dollar amount toward their own coverage and medical costs. Capped by the IRS, and built for teams under 50 with no group plan.
Same idea, with no cap and more control. Set the monthly amount you can afford, offer different amounts to different roles, and let staff pick their own plans. Works at any size.
Rather than buy one plan, you can give each person a set dollar amount toward their own coverage. Here is how the two allowance options compare.
For 2026 you can give up to $6,450 a year for a single person and $13,100 for a family, all tax-free. It is built for teams under 50 that do not offer a group plan.
No federal limit. You decide the monthly amount, can offer different amounts to different roles such as full-time or part-time, and use it at any company size.
A simplified comparison of choosing one plan for the team against giving each person an allowance.
| What matters | One plan for everyone | A health allowance |
|---|---|---|
| Who picks the plan | You pick one plan | Each employee picks their own |
| Cost predictability | Set monthly price | You cap the amount |
| Participation rules | About 70% must enroll | No minimum to join |
| Different amounts by role | Same plan for all | Yes, with the flexible option |
| Paperwork | Insurer handles it | We handle setup and rules |
No cost to quote, and no obligation to switch what you have.
How many people, their ages and ZIP codes. That is enough for us to price every option accurately.
Your advisor lays all four options side by side with your monthly cost and any tax credit checked, in plain language.
We set up the plan, walk your staff through signup and manage renewals so the work does not land on you.
Sample testimonials shown for template design purposes.
"A traditional plan was out of reach for us. We ended up giving every employee a set budget, and our people picked plans they actually wanted."
"We got group-level rates and money back in a healthy year. Our advisor explained every option in language I could follow."
"For a five-person team, a simple health allowance was perfect. Easy, tax-free, and it helped us keep a key hire from leaving."
A group or level-funded plan is one plan the employer chooses for everyone, with the carrier billing a set premium. An HRA flips the model: you give employees a tax-free dollar amount and they buy their own individual coverage. QSEHRA is capped and for employers under 50 with no group plan, while ICHRA has no cap and works at any size.
You can start a small group plan with as few as one eligible employee beyond the owner. Fully-insured plans usually require about 70 percent of eligible staff to enroll and the employer to pay at least half of the employee premium. HRAs have no participation minimum, which is why very small teams often prefer them.
For 2026 the IRS caps a QSEHRA at $6,450 per year for self-only coverage and $13,100 for family coverage. Amounts under the cap are reimbursed tax-free for premiums and qualified medical expenses. ICHRA, by contrast, has no federal dollar cap.
Yes. The SHOP Small Business Health Care Tax Credit is available to employers with fewer than 25 full-time-equivalent employees, average wages below the annual threshold, who pay at least 50 percent of premiums. It is worth up to 50 percent of your contribution and can be claimed for two consecutive years.
With an ICHRA, yes. You can set different reimbursement amounts by legitimate employee class, such as full-time versus part-time or salaried versus hourly, as long as you follow the class rules. Fully-insured group plans generally offer the same plan to everyone.
Get every option priced against your headcount, guided by a licensed benefits advisor who works for you.