Who we serve / Offering benefits for the first time
You can start with a budget and a few questions.
You do not need an existing plan to begin. Start with who you want to cover, a comfortable employer budget, and a target date.
Start with these three decisions.
Tell us your team size, locations, target start date, and budget range.
Who qualifies
Confirm employee and owner eligibility with the proposed plan.
What you can spend
Separate employer contributions from employee premiums and use-of-care costs.
How to launch
Plan decisions, paperwork, education, and enrollment before coverage begins.
Understand what is required
The ACA employer shared-responsibility rules generally apply to employers with at least 50 full-time employees plus equivalents in the prior-year average. Other obligations can apply even below that threshold, including plan, contract, and state requirements. Once you offer coverage, use written eligibility and contribution rules.
Compare a starting package
Medical coverage may be one part of the plan, with dental, vision, life, disability, or voluntary benefits considered separately. Supplemental products are not a replacement for medical insurance. Ask for actual participation requirements and contribution options rather than assuming a standard minimum fits every carrier.
A practical example · illustrative
Illustrative contribution budget
If a quoted employee-only premium is $600 per month and the employer chooses an approved $360 contribution, the employee share is $240 per month. Dependent coverage, other benefits, payroll frequency, and any separate vendor fees need their own calculation.
Coverage to compare
Availability, eligibility, and benefits depend on the proposed plan and its current terms.
- Medical coverage
- Compare quotes, employee costs, network access, and dependent options.
- Dental and vision
- Review what services are covered and the plan limits.
- Enrollment and education
- Employee Navigator and client education are included at no extra cost; third-party COBRA fees may apply.
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 team size, locations, target start date, and budget range.
- 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
What should I send to start?
Begin with team size, work locations, desired start date, and budget range. We can explain the census information needed for quotes and how to provide it securely. No current plan is required.
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 team size, locations, target start date, and budget range. No existing plan is required.