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Protect the well being of your employees and their families and attract talent in an affordable and tax-effective way.

Buying a group insurance policy is often one of the most crucial investments a business owner can make. Not only does it retain and attract talent by providing incentives for in-demand employees, but it also protects your most important asset – your employees and their health.

Group insurance helps foster a positive work environment that brings loyalty and satisfaction to the workplace and offers certain tax incentives for employers as well. 

Look through the different plan options below to see which one is right for your business!

Traditional plans

Traditional or fully-insured plans are the most commonly used benefit plan for small to medium sized companies due to the security and simplicity it offers to employers. 

Traditional plan benefits can include: ​​

  • employee life insurance

  • dependent life insurance

  • accidental death & dismemberment

  • short-term disability

  • long-term disability 

  • critical illness

  • extended health care

  • vision care

  • travel insurance

  • dental care

  • employee assistance programs

  • wellness solutions

Spending accounts

Offering a spending account as an add-on to a traditional or self-insured plan is a great option for employers who want to enhance its benefits package and offer ultimate flexibility to employees.


  • wider coverage options

  • non-taxable benefit to employees

  • low admin fees

  • no upfront funding required

  • possibility for unused allocation rollovers


  • higher overall cost for employer

  • restricted annual maximums in stand-alone implementations

Self-insured plans

Self-insured plans are widely used by larger organizations (usually 100+ employees). Due to the economies of scale, it may allow additional flexibilities and reduced costs as opposed to fully insured option. 


  • often less costly due to economies of scale with no profit or risk margins to pay to an insurer

  • employer retains funds when claims are lower

  • more flexibility in customizing a plan


  • risk exposure due to claim payments liability by employer

  • potential significant premium fluctuations

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