Employees see benefits as part of total compensation. A strong plan keeps you competitive.

Group coverage helps your team access healthcare without overwhelming costs.

Plans often cost as little as 5% of payroll - a small investment with a big return.

• Your company’s own claims drive renewals.

• Insurer targets a ~70% loss ratio (e.g., $10,000 in premiums = $7,000 in expected claims).

• Higher upside if claims are low, more volatility if claims spike.

• Allows more plan design levers and cost-control strategies.

Best for: 20+ employees or groups with stable claims who want more control.

• Your rates are based on the larger pool of many small employers.

• Renewals follow pool averages - steady, predictable changes (often 5-10%).

• Simple to run, with fewer moving parts.

Best for: Smaller groups (typically under 20 employees), new plans, or teams that value predictability.

• Employer sets an annual allowance; employees claim eligible health/dental expenses.

• Pay-as-you-go funding with 15% admin fee per claim.

• Cost certainty and flexibility; can stand alone or top-up a pooled/experience-rated plan.

Best for: Companies wanting tight budget control or a flexible complement to a core plan.