Group Benefits
The right group plan helps you attract and keep good people — and Harry makes sure you get there without the usual confusion.
Fully-Insured Plans
Fully-insured is the traditional group health plan: your business pays a fixed monthly premium to the insurance carrier, and the carrier takes on all the financial risk. Premiums are predictable, administration is simple, and the carrier handles claims — so you spend your time running your business, not managing health costs. This structure is the most common starting point for small employers and works especially well when predictability matters more than cost control. Harry works with multiple carriers to find the fully-insured plan that fits your team size, location, and budget.
Level-Funded Plans
Level-funded plans sit between fully-insured and self-funded — you pay a fixed monthly amount that covers expected claims, stop-loss insurance, and administration, but if your group's actual claims come in lower than projected, you may receive a refund at year end. This structure typically offers lower costs than traditional fully-insured, more transparency into what you're actually spending on health care, and protection against catastrophic claims through stop-loss coverage. Level-funded is a strong fit for employers in the 10–100 employee range who want cost savings without taking on full financial exposure. Harry walks you through the numbers so you know exactly what you're agreeing to before you sign.
Self-Funded Plans
With a self-funded plan, your business assumes direct financial responsibility for employee claims rather than paying a carrier to carry that risk. In exchange, you gain maximum flexibility — customize the benefit design, keep the savings when claims are low, and access detailed claims data to drive smarter decisions year over year. Self-funding is best suited to larger or financially stable groups, typically 50 or more employees, who have the cash-flow tolerance to absorb claim variability and want the most control over their plan design. Stop-loss insurance can cap your exposure. Harry helps you assess whether self-funding makes sense for your organization — and if it does, guides you through structuring it correctly.
Your Options & How to Enroll
Group benefits aren't one-size-fits-all. Below are the three plan structures Harry works with. Not sure which fits your business? That's exactly what the free consultation is for — no pressure, just straight answers.
Fully-Insured
Predictable premiums, carrier-managed claims, simple administration. Best for small employers who want coverage without complexity.
Level-Funded
Fixed monthly costs with potential year-end refunds if claims run low. A cost-effective middle ground for groups of roughly 10–100 employees.
Self-Funded
Maximum control and flexibility for larger, financially stable groups. You own the claims risk — and the savings when your team stays healthy.
Common Questions From Business Owners
Group benefits come with a lot of moving parts. Here are the questions Harry hears most often — answered honestly, without the runaround.
Is there a minimum number of employees to offer group coverage?
Most carriers require at least two eligible full-time employees to qualify for a group plan. Some set the minimum at one employee beyond the owner. Harry checks the specific carrier requirements for your state and group size so you know what you're working with before you apply.Do I have to cover part-time employees?
No — most group plans define eligibility by hours worked, typically 30 hours per week for full-time status. You set the eligibility rules within carrier guidelines, so you're not required to extend coverage to part-time staff. Harry helps you draft a clear eligibility policy that works for your team and satisfies the carrier.Is my business required to offer health insurance?
Businesses with fewer than 50 full-time equivalent employees are not required by federal law to offer health coverage. That said, offering benefits is one of the strongest tools small employers have for recruiting and retaining good people. Harry will be straight with you about whether it makes financial sense for your specific situation — no pressure either way.When does our group coverage renew, and what does that process look like?
Most group plans run on a 12-month plan year with a defined renewal date. About 60–90 days before renewal, Harry reviews your current plan, pulls new rates, and presents your options — whether that means staying put, adjusting the benefit design, or shopping the market. You make the call; Harry does the legwork.What happens after we enroll — do I still have access to Harry?
Yes. Harry's involvement doesn't end at enrollment. He stays available through renewal, handles mid-year questions, helps employees who have coverage issues, and manages the renewal process on your behalf every year. You're not handed off to a call center.
Let's Find the Right Plan for Your Team
Every business is different — team size, budget, industry, and how much risk you want to carry. A free consultation with Harry takes about 30 minutes and gives you a clear picture of which structure makes sense for your group, what it's likely to cost, and what the next step looks like. No obligation, no sales pitch — just straight answers from someone who knows this material cold.