Who we serve
Benefits for the business you actually run.
Find the workforce questions that fit your business, or start with the situation you are working through.
Industries
Construction →Public works, job sites, changing hours, and crew education.Transportation & trucking →Start with where drivers live, where routes take them, and when they can enroll. Local delivery, regional freight, and long-haul fleets need different network conversations.Agriculture →Year-round staff, returning seasonal workers, and harvest crews can have different enrollment needs. Build the calendar around your operation, local care, and the people who administer the plan.Government & public sector →For a city, district, or public agency, a benefits decision also involves a budget calendar, participation rules, and sometimes bargaining or procurement. Start with the obligations already in place.Manufacturing & aerospace →Machinists, production crews, engineers, and office staff may share a plan but work very different schedules. Compare the coverage and the way employees will learn to use it.Professional services →For accounting, legal, consulting, and other professional firms, useful comparisons include family costs, income protection, partner questions, and support through busy seasons.Medical & dental practices →A practice benefits review should account for clinical and administrative schedules, provider access, per-diem staffing, and the coverage questions employees bring to the front desk.Automotive & equipment →Technicians, parts staff, service advisers, and sales teams may have different pay arrangements and schedules. Build the comparison around those details.Retail & local shops →A useful retail benefits plan connects the budget with full-time staff, part-time schedules, seasonal hiring, and the time employees have to compare choices.Restaurants & hospitality →Kitchen, floor, housekeeping, and front-desk teams need clear choices and enrollment that fits their shifts. Start with pay, hours, locations, and a workable contribution budget.Nonprofits & faith-based organizations →A benefits decision can touch staff needs, a board calendar, and grant-funded budgets. Bring those pieces together before choosing a plan.Schools & childcare →Private schools, childcare centers, and education programs need to coordinate staffing, summer coverage, and enrollment without interrupting the day’s work.Real estate, property & title →An office team, independent agents, property managers, and maintenance employees may need different coverage paths. Confirm the employment relationships before comparing plans.Technology & engineering →Remote hires, project teams, founders, and growing families can change what a benefits package needs to do. Compare access and total costs without assuming one plan fits every employee.Landscaping & home services →Early departures, overnight cleaning, changing job sites, and seasonal work call for a clear enrollment process and coverage employees can use near home.Salons, fitness & pet care →A salon, studio, grooming business, or veterinary practice may combine employees with independent operators. Start with who is eligible, what the budget supports, and how people get answers.Wholesale & distribution →Warehouse crews, drivers, sales staff, and office teams can share a plan while needing different access and communication. Make those differences part of the comparison.Marketing, media & printing →A design desk, a press room, and an installation crew can sit within one business. Give each part of the workforce a place in the benefits review.
Where your business is now
Offering benefits for the first time →You do not need an existing plan to begin. Start with who you want to cover, a comfortable employer budget, and a target date.Growing or adding a location →A new location or a steady run of hires can change provider access, administration, and employer obligations. Review those pieces before the next group of employees starts.Family-owned businesses →A family business needs an understandable plan and careful answers about owners, relatives, payroll, and the person keeping enrollment up to date.Hourly, seasonal & remote teams →Changing hours, seasonal hiring, and remote locations raise different questions. Address eligibility, access, and communication separately so each employee knows the next step.
Start with your priorities.
These pages describe situations to consider. They are not a client list or a guarantee that every plan is available to every business.
- The people
- Locations, work schedules, eligibility, dependent needs, and access to care.
- The budget
- Employer contribution, employee payroll costs, and costs when using care.
- The support
- Employee education, optional Employee Navigator, carrier changes, and clear vendor responsibilities.
Tell us what you are planning.
Share your team size, work locations, and renewal or desired start date. You can begin without an existing plan.
Related resources
Practical resources for your next benefits decision
HRA strategies
Compare group coverage, ICHRA, QSEHRA and supplemental arrangements.
Explore HRA strategies →Employer compliance
Organize notices, reporting, leave and the people responsible for each task.
Read the compliance guide →Free guides & worksheets
Download resources to use with HR, payroll and employees.
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