You want to look after your team without committing to costs the business cannot sustain. Start with who needs coverage, what they value and a budget you can keep supporting.
See how the options differ and what we could review together.
No details needed. Start with the question on your mind.
THE BUSINESS OWNER’S NOTEBOOK02
Bring the important pieces together.
01
For your team
Health. Family. Peace of mind.
+
02
For your business
Attraction. Retention. Support.
Start with the question on your mind.
THE STARTING POINT
A group plan may include health, dental, life or disability benefits, depending on the plan, eligibility and the insurer. [1]
01
Your people
What matters to employees and their families?
02
Your budget
How might costs be shared?
03
Your plan
What benefits and eligibility rules fit?
A FEW MINUTES. BETTER QUESTIONS.
Start with a situation.
Choose a situation and save the questions you would like to discuss. These prompts are general information, not individual advice.
AN ILLUSTRATIVE SITUATION
You have a few employees and a limited budget.
An owner with a small team wants to offer benefits for the first time. Some employees work part time, and the business cannot afford an open-ended promise.
WHAT TO COMPARE
Compare eligible plan options using staff numbers, hours, benefit priorities and an annual employer budget. Insurers set their own minimum group size, participation and eligibility rules. A plan available to one small business may not fit another.
Illustration only. Your circumstances and contract terms matter. [1]
What would you like to discuss?
Choose the questions that fit.
AN ILLUSTRATIVE SITUATION
Your team values different things.
One employee prioritises prescriptions, another dental care and another family protection. The owner is unsure what to buy first.
WHAT TO COMPARE
Ask about priorities without collecting private medical histories. Compare insured health and dental benefits, protection against larger risks and a health spending account for eligible expenses. A capped spending account offers flexibility but is not equivalent to open-ended insurance protection.
Illustration only. Your circumstances and contract terms matter. [1]
What would you like to discuss?
Choose the questions that fit.
AN ILLUSTRATIVE SITUATION
The new renewal price is higher than expected.
A business has a plan, but the renewal increase puts pressure on the budget. The cheapest replacement looks attractive until the owner checks the limits.
WHAT TO COMPARE
Compare the reason for the increase, benefit limits, exclusions, employee contributions and the cost of keeping the current plan. Ask which costs are guaranteed, for how long and what can change at renewal. A lower premium may buy less coverage.
Illustration only. Your circumstances and contract terms matter. [1]
What would you like to discuss?
Choose the questions that fit.
AN ILLUSTRATIVE SITUATION
You pay for benefits, but employees are unclear about them.
Staff are unsure who is covered, how to claim or whether family members can join. The employer wonders whether the plan is valued.
WHAT TO COMPARE
Compare the plan on paper with employees’ understanding of it. Clear enrolment information, a plain-language summary and a review of common questions may help. Keep individual health and claims details with the appropriate provider.
Illustration only. Your circumstances and contract terms matter. [1]
What would you like to discuss?
Choose the questions that fit.
Compare what each option does.
Open an option to see where it may help and what to weigh.
01Insured health and dental+
Can cover eligible services under a contract, with limits, exclusions and cost sharing. Compare drug maximums, dental schedules and employee costs, not just the monthly premium. [1]
02Health spending account+
Uses employer-funded credits for eligible expenses under the arrangement. Compare administration fees, credit rules and tax treatment. A fixed allowance limits the funding commitment but also limits what employees can claim. [1]
03Life and disability benefits+
Address different risks from routine health and dental bills. Compare eligibility, definitions, amounts and duration. How premiums are paid can affect tax treatment; get advice on the design. [1]
04A combined approach+
An insured plan plus a spending account may balance protection and flexibility. More components can mean more administration. Compare total annual employer and employee costs and renewal terms. [1]
A little more clarity.
Can a very small business offer benefits?+
Possibly. Minimum employee numbers, hours, participation and eligible employee classes depend on the provider and arrangement. Let’s check options against your actual team. [1]
What will our plan cost?+
A useful comparison needs your team size, eligibility, coverage choices and cost-sharing approach. An old national average is not a quote for your business. Ask about fees, taxes where applicable and renewal conditions. [1]
Will benefits make employees stay?+
Benefits may matter, but they do not guarantee retention. Pay, working conditions, management and flexibility also matter. Start with what your team values and what the business can sustain. [1]
A RELATED QUESTION
Would a change in ownership also require a funding plan?
Tell me roughly how many people you employ, whether you already have a plan and the budget you have in mind. We can compare a manageable starting point with broader options. No employee medical details are needed to begin.
I help people make clearer decisions today, before life forces harder ones later.