Designing a comprehensive benefits plan can feel overwhelming. A strong plan simply answers one question: How can we best support our employees’ health while protecting the business?

Telemedicine is no longer an emerging trend; it's a fundamental part of modern healthcare. As virtual care technology evolves, patients, providers, and employers are seeing the advantages of remote healthcare access.

If you’re an Applicable Large Employer, ACA rules can feel like a foreign language. Evolving regulations, complex forms, and steep penalties make it easy to feel overwhelmed.

Most employees have access to preventive care—but far fewer actually use it. The solution? Making preventive healthcare not just available, but a benefit that employees feel empowered to use.

When your business meets the criteria for applicable large employers, you’ll find yourself in a whole new world of compliance considerations. From reporting requirements to potential tax penalties, ALE status can have a big impact on the day-to-day operations of your company. 

A critical factor that determines your obligations under the ACA is your status as an Applicable Large Employer (ALE). If you are unsure if your business qualifies as an ALE, you’re not alone. 

Although the Affordable Care Act mandates PCORI fees, they may not be widely recognized, in fact, this may be the first you are hearing of them. However, all self-funded plan sponsors need to be aware of PCORI fees and their obligation to pay them.

While the employee benefits industry can seem overwhelming and complicated, it doesn’t have to be. This guide explores the different types of employee benefits, what’s required of you as an employer, why benefits are financially possible, and how to get started.

If you are a small business owner thinking about offering benefits or expanding your current benefits package, you may worry about preventing employees from being eligible for subsidies if they decide to purchase Marketplace coverage.