Employee Benefits Programs
Attract and retain the talent your business needs. We build group health and benefits programs that are competitive, cost-efficient, and straightforward to administer, from fully insured to level-funded to self-funded, depending on what fits your workforce and budget.
Benefits are more than an HR obligation. They're a competitive advantage.
In Texas, most businesses under 50 employees are not required to offer health insurance under the ACA. The ones that do, and do it well, compete more effectively for talent, retain employees longer, and often spend less per employee than businesses that let the market dictate their approach.
We work with businesses at every stage: the 10-person company buying group health for the first time, the 80-person employer evaluating whether level-funded makes sense, and the 150-person company ready to take on a self-funded plan with the right stop-loss structure.
What we bring to your benefits program
- ✓ Plan structure options: We present fully insured, level-funded, and self-funded options side by side, with a clear recommendation for which makes sense for your workforce based on size, health risk profile, and cash position.
- ✓ Digital enrollment: We provide access to modern benefits administration platforms that reduce HR paperwork, improve employee experience, and simplify open enrollment.
- ✓ ACA compliance support: For businesses approaching 50 full-time equivalent employees, ACA applicable large employer (ALE) rules trigger. We flag this proactively and help you prepare.
- ✓ Year-round service: Life events, new hires, terminations, and plan questions handled throughout the year, not just at renewal.
Employer-sponsored benefits funded through a Section 125 cafeteria plan reduce FICA costs for both the employer and the employee. In a no-income-tax state, this pre-tax advantage is one of the most efficient ways to increase employee take-home value without a dollar-for-dollar wage increase.
Three approaches to group health: one right fit for your business
Fully Insured Group Health
The traditional model: fixed monthly premiums to a carrier who assumes all insurance risk. Predictable budgeting, simpler administration. Often the right starting point for smaller groups.
Learn about fully insuredLevel-Funded Plans
A hybrid combining the predictability of fully insured with potential cost savings of self-funding. Fixed monthly payments, stop-loss protection, and a potential year-end refund if claims run under projections.
Learn about level-fundedSelf-Funded Plans
Full claims data transparency, maximum plan design flexibility, and potential significant savings for larger employers with stable workforces. Requires proper stop-loss structure and ERISA compliance.
Learn about self-fundedQuick Comparison
| Feature | Fully Insured | Level-Funded | Self-Funded |
|---|---|---|---|
| Typical Group Size | 2–50+ employees | 10–150 employees | 75+ employees |
| Premium Predictability | ✓ High | ✓ High | Moderate (with stop-loss) |
| Year-End Refund Potential | ✗ None | ✓ Yes | ✓ Yes |
| Claims Data Access | ✗ Limited | ✓ Aggregate data | ✓ Full transparency |
| Plan Design Flexibility | ✗ Limited | Moderate | ✓ Maximum |
| State Mandate Avoidance | ✗ No | Partial (ERISA governed) | ✓ Yes (ERISA governed) |
| Administration Complexity | ✓ Low | Moderate | Higher: TPA required |
General comparison only. Individual plan characteristics vary by carrier, group size, and design. Consult a licensed advisor for guidance specific to your situation.
Ancillary benefits and administration technology
Ancillary & Voluntary Benefits
Dental, vision, life, disability, accident, critical illness, and hospital indemnity. The supplemental benefits that round out your package and drive employee satisfaction scores.
Explore ancillary optionsBenefits Administration Technology
Online enrollment, year-round life event management, HRIS integration, and digital compliance documentation. For HR managers, the administrative burden reduction alone is often as valuable as the benefit cost savings.
Ask us about platformsSee how your benefits package stacks up against Texas market benchmarks
We'll run a side-by-side comparison of your current plan against what your competitors are offering employees and show you where the cost and coverage opportunities are.
Content on this page is for general educational purposes only and does not constitute legal, tax, or ERISA advice. Individual employers should consult with a licensed insurance professional and qualified ERISA counsel for guidance specific to their plan structure and compliance obligations. All plan descriptions are general in nature; actual plan documents govern.