Who we serve / Professional services
A benefits package your firm can explain clearly.
For accounting, legal, consulting, and other professional firms, useful comparisons include family costs, income protection, partner questions, and support through busy seasons.
Start with these three decisions.
Share your employee and owner structure, busy-season hiring plans, and family coverage priorities.
Whole-household costs
Compare dependent premiums and out-of-pocket exposure alongside employee-only coverage.
Owners and partners
Separate plan eligibility from payroll and tax treatment.
Busy seasons
Set new-hire and enrollment dates around staffing changes and deadlines.
Look beyond the medical premium
A practical comparison includes provider access, prescriptions, family contributions, and the cost of using care. Keep the menu understandable and show what each option changes for the employee and the firm.
Handle owner questions with the right advisers
Entity type and ownership can affect the tax treatment of premiums and eligibility for certain arrangements. Have your CPA review owner, partner, and more-than-2% S corporation shareholder treatment. WIB can coordinate benefits information and connect specialist resources; we do not provide tax advice.
A practical example · illustrative
A firm hiring for tax season
Distinguish permanent hires from temporary assignments, then confirm plan eligibility and the actual election deadline for each person rather than using one informal rule.
Coverage to compare
Availability, eligibility, and benefits depend on the proposed plan and its current terms.
- Group medical, dental, and vision
- Compare dependent options and networks as well as payroll deductions.
- Disability and life
- Review how compensation and covered earnings are defined, plus benefit limits.
- Owner continuity planning
- Discuss key-person or buy-sell funding needs with legal and tax advisers before selecting insurance.
From comparison to enrollment
We help connect the benefits decision with the people using and managing the plan.
- 01 / PLAN
Map the needs
Share your employee and owner structure, busy-season hiring plans, and family coverage priorities.
- 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
Is an HSA plan always the best choice for a high earner?
No. Consider total costs, expected care, cash flow, and contribution eligibility. Income alone does not determine the right plan.
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 · HSAIRS · ownerLet’s start with your team.
Share your employee and owner structure, busy-season hiring plans, and family coverage priorities. No existing plan is required.