Ancillary & Voluntary Benefits
Health insurance is the foundation, but employees notice dental, vision, disability, and supplemental benefits too. The right ancillary package can meaningfully improve retention and satisfaction, often at minimal additional cost to the employer.
The ancillary benefits Texas employees notice most
Dental and vision are often the first benefits employees ask about. Disability and supplemental products are the ones employees value most deeply after a health event. Structuring these efficiently, both for the employer budget and for employee take-home value, is what we do.
Dental Insurance
Often the most employee-visible benefit. Covers preventive, basic, and major services. PPO and HMO structures available. Employee-paid contributions reduce employer cost while maintaining access.
Vision Insurance
Annual eye exam coverage plus allowances for frames, lenses, or contacts. High employee satisfaction relative to cost, typically the lowest-cost benefit in the package.
Group Life & AD&D
Basic employer-paid life coverage (typically 1–2x salary) plus voluntary employee-purchase options. AD&D adds coverage for accidental death and dismemberment. Low employer cost, high perceived value.
Short-Term Disability (STD)
Replaces a portion of income during a short-term illness or injury. Elimination periods of 7–14 days are common. Particularly valued by employees with families or financial obligations. Often undervalued until someone uses it.
Long-Term Disability (LTD)
Replaces 60–70% of income for extended disabilities lasting months or years. Often the most underappreciated benefit until a serious health event. Employer-paid LTD is a strong retention signal for key employees.
Voluntary Supplemental
Accident, critical illness, and hospital indemnity products that fill the gaps left by high-deductible health plans. Employee-paid and employer-sponsored, adding value to your benefits package at zero employer cost.
Section 125 and HSAs: the most efficient benefits tools in your arsenal
A Section 125 Cafeteria Plan allows employees to pay benefit premiums with pre-tax dollars. This reduces taxable income for employees and reduces FICA payroll taxes for both employer and employee. In Texas, where there's no state income tax, this federal pre-tax advantage is one of the best ways to increase employee take-home value without a dollar-for-dollar wage increase.
A Health Savings Account (HSA) paired with a High-Deductible Health Plan (HDHP) allows employees and employers to contribute pre-tax dollars toward health expenses. HSA balances roll over year to year and are owned by the employee, making them a valuable long-term savings tool.
Section 125 Cafeteria Plan
Allows pre-tax payment of health, dental, vision, and dependent care. Reduces FICA for employer and employee. Simple to implement with the right TPA or benefits platform.
HSA with HDHP
Employee and employer contributions are pre-tax. Funds roll over with no "use it or lose it" rule. Growing in popularity as HDHPs make group health more affordable.
HRA (Health Reimbursement Arrangement)
Employer-funded account to reimburse qualified medical expenses. QSEHRAs and ICHRAs allow small employers to offer health benefits without a group plan.
A complete benefits package helps you hire and keep your best people
Dental, vision, disability, and supplemental benefits often cost less than employers expect and mean more to employees than they realize. Let us put together a full benefits comparison.
Content on this page is for general educational purposes only and does not constitute legal, tax, or ERISA advice. Section 125, HSA, and HRA rules are subject to IRS requirements and change over time. Always consult a CPA, ERISA attorney, or qualified benefits counsel for guidance specific to your situation.