Group Health Insurance
Compare plans and control costs without cutting benefits
Why offer group coverage
Why employers offer group coverage
Recruit and retain
In a competitive labor market, health benefits often tip the scales on job offers. A strong plan says your company invests in its people.
Real tax advantages
Employer premium contributions are tax-deductible, and employees pay their share pre-tax through a Section 125 cafeteria plan.
Healthier, more engaged teams
When employees can get preventive care and treatment on time, you see fewer sick days and lower absenteeism, and morale tends to follow.
Fully Insured Plans
You pay a fixed monthly premium and the carrier assumes 100% of the claims risk. Fully insured is the most straightforward funding structure and still the default for most small and mid-size employers who want predictable cash flow and no balance-sheet exposure. Renewals are community- or experience-rated depending on group size. Carrier examples: BlueCross BlueShield of South Carolina, Blue Choice, and UnitedHealthcare.
- Fixed monthly premium, no claims exposure
- Carrier assumes 100% of underwriting risk
- Lowest administrative burden on HR
Level-Funded Plans
Level-funded blends the cash-flow predictability of fully insured with the savings potential of self-funding. Your fixed monthly payment covers expected claims, administration, and bundled stop-loss premium. Favorable claims experience drives a year-end surplus refund or renewal credit; adverse experience is capped by the stop-loss layer. Underwriting is medically rated, so it's typically the right structure for healthier groups of roughly 10–100 enrolled.
Level-funded plans usually carry a meaningful deductible, which leaves a real out-of-pocket exposure for employees who get hit with a serious claim. Voluntary worksite benefits — accident, critical illness, hospital indemnity — close that gap with cash benefits, paid by the employee at group rates and with no direct cost to the company.
- Fixed monthly payment, surplus refund potential
- Bundled specific and aggregate stop-loss caps the downside
- Best fit for medically underwritten groups of 10–100
Self-Funded Plans
With self-funding, the employer pays claims as they incur instead of paying a fixed premium to a carrier. Specific and aggregate stop-loss are procured separately to cap catastrophic exposure, and the plan is typically administered through an ASO arrangement with a carrier or a TPA. You gain plan-design flexibility, ERISA preemption from state mandates, and direct access to claims data so you can evaluate pharmacy benefit strategy, network configuration, and high-cost claimant management against your renewal trend. Best suited for employers with the cash reserves to absorb month-to-month claims volatility.
- Plan-design flexibility and ERISA preemption
- Direct claims data for high-cost claimant analysis
- Stop-loss procurement and PBM strategy on the table
- Typically right for 50+ enrolled with adequate reserves
Eligibility rules
What carriers typically require
75% participation
Most carriers require at least 75% of eligible employees to enroll. Those with other qualifying coverage are typically waived from this calculation.
Full-time threshold
Employees working 30+ hours per week generally qualify. Employers can set a waiting period of up to 90 days before new hires become eligible.
ACA compliance at 50+ FTEs
Applicable Large Employers must offer affordable, minimum-value coverage and file 1094-C/1095-C reporting under IRC Sections 6055 and 6056 or face the 4980H(a) and 4980H(b) penalties.
Sherri was wonderful to work with — thorough and patient with all of my questions. I cannot recommend Sherri or her company enough.
Savannah G.
Office Manager · Andersons Welding Service
Related coverage
Other ways we help employers
ICHRA
Reimburse employees tax-free for individual coverage, with no minimum participation and a fully predictable budget.
Learn moreVoluntary Benefits
Payroll-deducted accident, critical illness, hospital indemnity, and gap coverage — the layer that closes the deductible exposure your medical plan leaves behind.
Learn moreEmployee Benefits
Round out health coverage with dental, vision, life, and disability, and see how the full package fits together.
Learn more
Testimonials
What Our Clients Say
Real people. Real guidance. Real peace of mind.
I can't say enough nice things about Will Murdock and the hours he's spent helping me find the best plan. He sat on hold listening to elevator music for hours getting all the kinks worked out with my Medicare and Medicaid.
Stacey R.
Medicare client · South Carolina
I was looking for new health insurance and ended up with dental and vision too. Will offered different plans that worked for my budget. Finding insurance isn't always easy, but they made it simple.
Brittany P.
Individual & supplemental plan member · South Carolina
Sherri is incredible. In the 12 years I've handled our company's insurance, we were only ever offered the same two paths. She gave us options no previous agent had ever mentioned, worked directly with each employee, and answered every question.
Jill C.
Group benefits decision-maker · South Carolina
Kearah saved my sanity. She helped me navigate a very uncertain period of getting solid coverage — she was on every call with me and even did footwork on my behalf. I'll be calling her for life insurance next.
ILONA
Health & life client · South Carolina
Brandon is a wealth of information. He's personable, easy to talk to, and made the crazy world of Medicare make sense. He's my recommendation for friends and family getting ready to become eligible.
Matt L.
New Medicare enrollee · South Carolina
Sherri reached out to the Chamber to discuss our health plan and found us a plan with a wider range of benefits. Her knowledge of the health insurance market is remarkable, and her customer service is exceptional.
Irmo Chamber of Commerce
Member organisation · Irmo, SC
Brandon is super compassionate with older folks. He guided my mom through her Medicare open enrollment so smoothly. Thanks, Brandon.
Melissa F.
Family caregiver · South Carolina
As a self-employed small business owner, I'd always carried high deductibles and minimal coverage to make insurance work. Sherri found my family a plan with real coverage and was patient with every question I had.
Victoria A.
Self-employed plan member · South Carolina
The owner and employees were extremely knowledgeable in finding us insurance options. Sherri explained everything and answered every question. Kristian was professional and never made me feel like a burden — he was happy to help.
Allison H.
Long-time client · South Carolina
Andrew is amazing at serving his clients. He cares for them from the beginning to the end of the process. I'd recommend him to anyone looking to add health or life insurance.
Joy H.
Health & life client · South Carolina
Employee benefits carriers
Our Brokerage Partners
Blue Cross Blue Shield
UnitedHealthcare
Aetna
Ambetter
Molina
Why work with us
Independent broker, every carrier compared
Full market access
Not tied to one carrier. We shop BlueCross BlueShield, Blue Choice, UnitedHealthcare, Aetna, Ambetter, and others to find a fit for your team.
Plan design and renewal strategy
Contribution modeling, renewal negotiation, and ongoing compliance and claims support, not just a quote at renewal. You'll always have a real person to call.
Transparent broker compensation
Premiums are identical whether you use a broker or go direct. We disclose our compensation up front, consistent with CAA Section 408(b)(2) requirements.
Got Questions?
Frequently Asked Questions
Have a question not listed here? Get in touch.
Most carriers allow businesses to offer group health insurance with as few as one to two eligible full-time employees. Sole proprietors with no W-2 employees generally do not qualify for traditional group plans, but other options like ICHRA may be available. Requirements can vary by carrier, so we recommend reaching out for a personalized eligibility review.
Most employers cover between 50% and 80% of the employee-only premium, with employees paying the remainder through payroll deductions. Many carriers require the employer to contribute at least 50% of the employee premium. The employer decides whether to contribute toward dependent coverage as well. We help you model different contribution strategies to find the right balance for your budget.
Employees can enroll when they are first hired and become eligible (typically after a waiting period of up to 90 days) or during the annual open enrollment period. Qualifying life events such as marriage, the birth of a child, or loss of other coverage also create special enrollment opportunities outside the standard enrollment window.
If a traditional group plan is not the right fit, an Individual Coverage Health Reimbursement Arrangement (ICHRA) allows you to reimburse employees tax-free for individual health insurance premiums. ICHRA works for businesses of any size and gives employees the freedom to choose their own plan. We can walk you through the setup and help determine which approach saves you the most while still providing strong benefits.
Get a free group health insurance quote
We compare plans from every major carrier to find the right fit for your team and budget.