Who we serve / Salons, fitness & pet care
A practical benefits starting point for a small team.
A salon, studio, grooming business, or veterinary practice may combine employees with independent operators. Start with who is eligible, what the budget supports, and how people get answers.
Start with these three decisions.
Share your employee/operator structure, schedules, and the benefits you want to explore first.
Working relationships
Resolve employees versus independent operators before group enrollment.
Part-time schedules
Use actual plan rules and hours, not assumptions based on job titles.
Coverage priorities
Compare access, income protection, and employee cost.
Clarify the employee group
Chair rental, studio rental, or a contractor agreement does not by itself settle worker classification. Have the working relationship reviewed where needed, then confirm carrier eligibility. Independent operators may need individual coverage rather than the employee plan.
Build from the team’s priorities
Ask employees about broad benefit priorities without collecting personal health details in a group discussion. Compare medical access, dependent costs, dental and vision services, and disability provisions. Do not assume everyone in a particular occupation wants the same plan.
A practical example · illustrative
A studio with instructors and renters
Prepare separate lists of employees and independent operators for eligibility review. Avoid offering a group enrollment link before that review is complete.
Coverage to compare
Availability, eligibility, and benefits depend on the proposed plan and its current terms.
- Medical coverage
- Confirm group eligibility and actual participation and contribution requirements.
- Dental and vision
- Compare benefits and provider access at a manageable employee cost.
- Life, disability, and voluntary coverage
- Review covered earnings, waiting periods, exclusions, and optional premiums.
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/operator structure, schedules, and the benefits you want to explore first.
- 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 there a universal minimum of two or three enrollees?
No single number applies to every product and arrangement. Washington small-group market eligibility and a carrier’s enrollment requirements need to be checked for the proposed 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.
OIC · groupIRS · workerLet’s start with your team.
Share your employee/operator structure, schedules, and the benefits you want to explore first. No existing plan is required.