To speak with a licensed insurance agent
To speak with a licensed insurance agent
Benefits are no longer a perk reserved for large companies. In a hiring market where good people have options, the package you offer is often what decides whether a candidate accepts your offer or a competitor’s.
Most small employers assume they’re too small for a group plan. Three things determine it:
Health
The foundation of the package, and the benefit employees weigh most heavily.
Roughly half of Americans get their health coverage through an employer — yet a striking number of small business owners carry no coverage themselves.
When you’re watching every line item, it’s fair to ask whether health insurance makes sense for a team of five. In most cases it does, and the reasons go well beyond compliance.
Dental
One of the most requested benefits, and one of the least expensive to add.
For many small employers, a dental plan costs a fraction of what health coverage does while carrying outsized weight in how employees rate their overall package.
The Affordable Care Act doesn’t require small businesses to offer dental, which makes it entirely your call. That’s exactly why it works as a differentiator — candidates notice when it’s there.
Plans range from preventive-only designs covering cleanings and exams to comprehensive coverage that includes major restorative work and orthodontia. Some employers fund the full premium; others make it available at group rates with employees covering the cost. Both approaches work.
Vision
Low cost, high visibility, and rarely required — which is what makes it worth offering.
Most small businesses aren’t obligated to provide vision coverage, so offering it says something about how you treat your team. There are two common ways to structure it:
Which one fits depends on your team’s demographics and what you’re already spending on health coverage. We’ll model both.
Life
Group Life Insurance is a valuable and affordable addition to an employee benefits package. Employees often view life insurance as an important workplace benefit, while employers can typically provide it at a relatively low cost.
Depending on the size of the group and the insurance carrier, employees may qualify for a guaranteed amount of coverage without answering health questions. For example, a business with 10 employees may be able to offer each employee up to $50,000 in life insurance coverage on a guaranteed-issue basis. Coverage amounts and eligibility requirements vary by carrier.
Group Life Insurance can often be added to an existing group medical plan or offered as a separate, standalone benefit. It helps ensure employees have access to meaningful financial protection for their loved ones while strengthening the company’s overall benefits package.
Adams Health Insurance Services works with multiple insurance carriers to help businesses find coverage that fits their needs and budget. Contact us to learn more about adding Group Life Insurance to your employee benefits package.
Voluntary
Voluntary benefits are an affordable way to strengthen the benefits package you offer current and prospective employees. Available options may include accident, cancer, disability, critical illness insurance, and more.
Also known as supplemental or employee-paid benefits, these plans allow employees to select additional coverage based on their individual needs. Employers may contribute toward the cost or allow employees to pay the full premium through convenient payroll deductions. Because coverage is offered through the workplace, employees may also have access to competitive group rates.
Adams Health Insurance Services can help you create a flexible voluntary benefits program that fits your business and budget. Whether the plans are fully employee-funded or shared between the employer and employee, voluntary benefits can provide added financial protection while making your overall benefits package more competitive.
Contact Adams Health Insurance Services to explore voluntary benefit options for your employees.