Practical guides, compliance updates, and industry perspectives — curated for business owners and HR leaders navigating the complexities of employee benefits.
In 1974, a mutual fund manager named John Bogle got fired. His firm had chased hot performance numbers into a merger, the market crashed, and he lost the corner office. Then he built a company called Vanguard. We want to build the Vanguard of Health Insurance.
Read ArticleSelf-funding isn't just for large employers anymore. We walk through the risk profile, cash flow implications, and stop-loss structures that make self-funded plans viable — and attractive — for growing SMBs.
Read ArticleWhy personal umbrella insurance matters — told through real, citable court cases rather than hypothetical scenarios.
Read ArticleRelationships are what keep businesses going. These five questions will tell you a lot about the relationship you have with your agent today, from who they really work for to whether you are paying for coverage you do not need.
Read ArticleIn a competitive labor market, benefits are often the deciding factor. Learn how to structure and communicate your benefits package to attract top candidates and reduce costly turnover.
Read ArticleRenewal season doesn't have to mean automatic rate acceptance. We explain the underwriting factors behind increases and the negotiation strategies brokers use to protect your budget.
Read ArticleMissing a compliance deadline can mean penalties. Keep these annual milestones on your radar.
January 31
Employers must furnish W-2 forms to employees, including the value of employer-sponsored health coverage in Box 12.
February 28 / March 31
ALEs must file Forms 1094-C and 1095-C with the IRS — February 28 for paper filers, March 31 for electronic filers.
January 31
ALEs must furnish Form 1095-C to each full-time employee by January 31, documenting the coverage offered during the prior year.
60 Days Prior
Employers must distribute an updated SBC to all eligible employees at least 60 days before the start of each new plan year.
Annual
Employers sponsoring self-funded health plans must pay the Patient-Centered Outcomes Research Institute fee annually by July 31.
Ongoing
Employers must notify employees of special enrollment rights within specific timeframes following qualifying life events such as marriage, birth, or loss of other coverage.
Benefits language can be dense. Here are the terms you'll encounter most — explained without the jargon.
A business with 50 or more full-time equivalent employees, subject to ACA employer mandate requirements including offering minimum essential coverage and filing annual IRS reports.
A reinsurance product that protects self-funded employers from catastrophic claims. Specific stop-loss covers individual high-cost claimants; aggregate stop-loss caps total annual plan liability.
An employer-funded account that reimburses employees for qualified medical expenses and, in some structures, individual health insurance premiums. HRAs are tax-advantaged for both employer and employee.
The baseline level of health coverage required under the ACA. Employer-sponsored group health plans generally qualify as MEC, satisfying the individual mandate and employer shared responsibility requirements.
A federal law requiring employers with 20+ employees to offer departing employees the option to continue group health coverage for up to 18–36 months, at the employee's own expense plus a small administrative fee.
The group of doctors, hospitals, and healthcare providers that have contracted with an insurance carrier to provide services at negotiated rates. In-network care is significantly less expensive than out-of-network care.
A method carriers use to set premiums based on a group's actual claims history. Groups with high utilization face higher renewal rates; groups with favorable claims experience may qualify for credits.
Supplemental insurance products — such as critical illness, accident, hospital indemnity, or pet insurance — offered through the employer but paid entirely or primarily by the employee via payroll deduction.
Our team is available to walk through any of these topics in the context of your specific business. No obligation — just a straightforward conversation.
