Who we serve / Agriculture
A benefits plan for the growing season—and beyond.
Year-round staff, returning seasonal workers, and harvest crews can have different enrollment needs. Build the calendar around your operation, local care, and the people who administer the plan.
Start with these three decisions.
Tell us your year-round staffing, seasonal calendar, and the providers your team uses.
Seasonal workforce
Track monthly hours and hiring dates instead of relying on peak headcount.
Local access
Check the clinics, hospitals, and pharmacies employees can reach.
Enrollment timing
Plan meetings before a busy period and allow individual questions after the group session.
Separate seasonal headcount from ACA status
ALE status generally uses the prior year’s average full-time employees plus equivalents. A limited seasonal-worker exception may apply when the workforce exceeds 50 for 120 days or fewer and the excess workers are seasonal workers. Have payroll or an ACA specialist check the full conditions; a busy harvest alone does not establish the exception.
Make the enrollment plan usable
Tell us about shifts, locations, access to devices, and language needs when scheduling education. We can make multiple visits and provide individual and live virtual sessions. Confirm any translation or interpretation arrangement before promising it. H-2A and other mixed workforces require separate employment and plan-eligibility review.
A practical example · illustrative
Before harvest hiring
Set out the expected hire date, eligibility decision, election deadline, and contact person for each eligible worker. A returning employee may need a different review from a first-time hire.
Coverage to compare
Availability, eligibility, and benefits depend on the proposed plan and its current terms.
- Medical coverage
- Compare local access, employee contributions, and dependent costs for eligible staff.
- Dental and vision
- Evaluate annual limits and provider access alongside premiums.
- Income and supplemental protection
- Explain disability and optional accident or hospital benefits, including exclusions and how they differ from medical coverage.
From comparison to enrollment
We help connect the benefits decision with the people using and managing the plan.
- 01 / PLAN
Map the needs
Tell us your year-round staffing, seasonal calendar, and the providers your team uses.
- 02 / COMPARE
Review the tradeoffs
Compare actual plan costs, access, contributions, and the questions payroll or specialist advisers need to resolve.
- 03 / SUPPORT
Help the team enroll
We provide group, individual, and live virtual education, including shifts, multiple visits, new hires, and support after enrollment at no extra fee for client teams.
Before you get started
Should everyone wait through a measurement period?
No. Assess expected full-time status at hire. A qualifying variable-hour employee may need a different method, subject to plan terms and applicable ACA rules.
What administration is included?
Employee Navigator is available and customized at no extra cost for group clients who want it. WIB trains company administrators to enter new hires and terminations; WIB handles carrier changes. We coordinate third-party COBRA administrators that send and track notices. Vendor fees may apply, with waivers for some groups based on size and benefits package.
Sources checked September 19, 2026. General information; your plan and circumstances matter.
IRS · ALEIRS · fulltimeOIC · groupLet’s start with your team.
Tell us your year-round staffing, seasonal calendar, and the providers your team uses. No existing plan is required.