Find the right coverage for your employees.
Typically available to a company of two or more employees and their families, there are several reasons why it makes good business sense to offer group health insurance.
Employees want to work for companies with the best compensation and benefits. Offering a comprehensive employee benefits package makes it more likely you'll attract and retain top talent.
A healthy workforce can be a more productive one. Group health insurance helps create a healthy environment through prevention and wellness.
Business health insurance is typically more affordable than an individual policy. Businesses generally enjoy lower premiums because the more people in an employer health insurance plan, the lower the health insurance costs for everyone.
How do you choose the right benefits? You need the right partner. Automatic Data Process Insurance Agency, LLC (ADPIA®), can help. Our licensed agents have the knowledge and experience to help you pick the right coverage to meet your employees' overall health and wellness needs, including:
At ADPIA, we provide access to a wide range of group health insurance plans. We connect you with one of our carrier partners, while offering guidance and support.
We can also connect you to a carrier network with additional products like flexible spending accounts (FSA), health savings accounts (HSA) and health reimbursement arrangements (HRA).
As your company grows — and as industry regulations change — you may need to reassess your health insurance needs. We'll get to know your business and help you determine what coverage is right for your situation.
Group health insurance is an employee benefit provided by an employer that offers medical coverage to employees and sometimes their spouses, partners and/or legal dependents.
If you have a business that employs two or more people, you're eligible to purchase group health insurance for your business. By pooling employees together, premiums for group health insurance plans can be less expensive than buying individual plans for your employees.
In addition, employer-paid premiums are generally tax-deductible. Your employees' contributions to their premiums can be paid with pre-tax dollars, which lowers your employees' taxable income as well as your payroll taxes.
Individual plan premiums are determined by individual risk (and may result in a higher cost) and individuals must reach 7.5% of their adjusted gross income in medical expenses in order to deduct any excess from their taxes.
According to a Kaiser Family Foundation survey, small employers (3-199 employees) typically pay 86% of premiums for single-employee coverage and 66% of premiums for family coverage. Midsized firms (200-999 employees) pay 88% of single-employee premiums and 82% of family premiums. Large firms (1,000-4,999 workers) pay 89% of single employee premiums and 77% of family premiums.
According to ACA, waiting time cannot exceed 90 days and some states have adopted a 60-day maximum waiting period.
Health insurance companies use one of three methods to calculate your group health insurance premium: medical underwriting, adjusted or modified community rating, or rating bands. The process used depends on the rules in your state. Please contact a licensed ADPIA agent for more detailed information.
Employers have a choice to select the coverage and plans that are best suited for their business and employees. Group insurance plans can include a range of coverage, including but not limited to: medical, dental, vision, life, short-term and long-term disability, etc.
Health insurance helps protect the personal health of the business owner and its employees, as well as the financial health of the business. Group health coverage can relieve some of the financial fears of getting sick and help employees to stay health. Today, health insurance can also be a top benefit factor in attracting and retaining talented workers.
A carrier cannot deny coverage on the grounds of a pre-existing medical condition, depending on circumstances.
Finding the plan that works best for both you and your employees is a matter of balancing your coverage and budget needs.
Some insurance plans provide copayment coverage for most routine needs: annual physicals or monitoring a health condition. Plans of this type cover doctors' visits and prescriptions with a known copayment. The premiums for these plans reflect this level of coverage.
Other insurance plans offer a higher deductible, which results in a lower premium, but have higher out-of-pocket costs until the deductible and any coinsurance requirements are met. This type of plan provides coverage for significant medical expenses and can work for people who don't anticipate frequent trips to the doctor.
Plan deductible - The expenses a member must cover before the insurer covers expenses. The lower the plan deductible, the higher the premium.
Out-of-pocket limit - The maximum annual amount the insurer will require a member to contribute toward the cost of care. The lower the out-of-pocket limit, the higher the premium.
Coinsurance level - The percent of the allowed amounts for covered services that the insurer will pay after the deductible is met. Plans range 50% to 100%.
Copayment for services - The fixed dollar amount that's due when the covered service is provided. In most cases, this is the only cost that the member is responsible for paying – the plan covers the majority of the cost of services.
For a small business owner, it's important to understand the minimum participation requirements necessary for group plan eligibility. Though requirements vary by state, the following generally serve as an industry-standard regarding group health insurance plan participation:
A minimum of at least 75% of "net eligible" or 50% of "total eligible" employees participate in the health plan.
"Total eligible" employees are the sum of all eligible employees (full-time working>30hr/week).
"Net eligible" employees are the total eligible employees minus those eligible employees who have credible coverage through elsewhere (i.e., through a spouse, Medicare, etc.)
9 out of 10
clients say that switching to ADPIA was easy.
4 out of 5
clients agree ADPIA has simplified their insurance administrative process compared to their previous agency or broker.
4 out of 5
clients prefer ADPIA over their previous agency or broker.
4 out of 5
ADPIA clients are more likely to recommend ADPIA than their previous agency or broker, to another small business.
Internal survey of 589 ADPIA® clients in 2022 that used another insurance agent or broker or dealt directly with the insurance company before coming to ADPIA.
1 *ADP, in partnership with SourceMedia Research/Employee Benefit News, conducted an online survey in August 2019 of more than 5,000 employees of small businesses as well as employees open to new employment in businesses of any size.
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