Group Benefits for Employers

Why offer group health insurance?

Benefits aren't just for large corporations — small businesses that offer coverage see measurable returns:

• Attract & retain talent — health benefits are the #1 perk employees value.
• Tax advantages — employer contributions are tax-deductible as a business expense.
• A healthier workforce — insured employees get preventive care and take fewer sick days.
• A competitive edge — stand out against larger employers in your market.
• Employee morale — it shows you invest in your team's wellbeing.

The coverage you can offer

We build a package around your budget and team, drawing from:

• Group health — PPO, HMO, and POS medical from top carriers.
• Dental & vision — standalone or bundled add-ons employees value.
• Group life & disability — employer-sponsored life plus short/long-term disability.
• Level-funded plans — predictable monthly cost with potential refunds if claims are low.

Who qualifies for group coverage

In Florida, group health is available to businesses of virtually any size:

• Sole proprietors with at least one W-2 employee
• Small businesses with 2–50 employees
• Growing companies with 51+ employees
• Nonprofits, partnerships, and LLCs
• Startups and freelance teams with eligible workers — plus ICHRA/QSEHRA alternatives if a traditional group plan doesn't fit

We review before we renew

Too many small employers accept an auto-renewal increase every year without ever testing the market. Our process is simple and free: a discovery call, a full market analysis across carriers, plan design and contribution strategy, enrollment and employee education, then ongoing support and renewal advocacy year-round — so a renewal is a decision you make, not one that happens to you.

The three ways a group plan is funded — and where a PEO fits

Every group health plan is funded one of three ways, and the choice drives your cost, your risk, and how much of a good year you keep.

• Fully insured: the traditional arrangement. You pay the carrier a set premium, the carrier carries the risk and pays the claims. Predictable, and the simplest to administer — but if your team barely uses the plan, the carrier keeps the difference.
• Level funded: the hybrid. You pay one level amount each month like a fully insured plan, but unused claims dollars can come back to you at the end of the year. Often the first alternative worth quoting for a small group with a healthy team.
• Self insured: the employer pays claims directly and keeps whatever the team doesn't spend, while carrying the most risk. It generally suits larger employers with several years of claims history behind them.
• A PEO is not a funding type. It is a separate arrangement in which you co-employ your staff through a professional employer organization, which bundles benefits with payroll, HR, and workers' comp. It can be the right answer — it is just a different question, so we review it separately.

Level-funded: a middle path

For healthy groups, a level-funded plan can combine the predictable monthly cost of a fully-insured plan with the potential for a refund in a good claims year. It isn't right for everyone, but it's an option many brokers never present. We'll tell you honestly whether your group is a fit — and if a PEO like Paychex, ADP, or Insperity is on the table, our licensed PEO review is free too.