What if choosing group coverage could be faster, clearer, and actually help you hire and keep great employees?
This page exists to help employers compare trusted group health providers and get an accurate quote quickly.
UnitedHealthcare, Anthem, and Cigna each bring broad networks and integrated benefits. UnitedHealthcare supports over 235,000 employers and 2.5 million small employees with 1.8 million+ physicians and 5,600+ hospitals. Anthem reaches about 95% of doctors and 96% of hospitals and links pharmacy through CarelonRx. Cigna offers connected medical, pharmacy, and behavioral options plus 24/7 support and virtual care.
The goal is a clear path to coverage: licensed agent support, digital tools, and side-by-side plan data so you can match products to budgets and needs. Expect practical guidance on networks, plan types, funding, integrated pharmacy, and employer tools that cut admin time.
Key Takeaways
- Get Started Fast: Compare Plans and Request Your Health Insurance Quote
- How to Get a Health Insurance Quote for Small Business
- Plan Types and Funding Options Built for Small Businesses
- Nationwide Networks and Access Your Team Can Trust
- Whole-Person Benefits Employees Value
- Integrated Pharmacy and Additional Coverage Options
- Digital Tools and Dedicated Support for Employers and Employees
- Costs, Contributions, and Tax Advantages Explained
- Eligibility, Enrollment, and State Availability
- Compare Top Providers Side by Side
- Conclusion
- FAQ
- Compare top carriers by network depth and hospital access.
- Use digital tools and licensed agents to speed enrollment.
- Look for plans with medical, pharmacy, and behavioral benefits.
- Consider funding options from fully insured to level funded.
- Strong coverage helps recruit and retain employees.
Get Started Fast: Compare Plans and Request Your Health Insurance Quote
Begin with simple census info to compare network access, cost, and covered services fast.
Enter a few basic business details—ZIP codes, employee ages, and dependent status—to pull market-specific plans. Then review clear, side-by-side comparisons that show monthly premiums, cost-sharing, and network breadth.
How to move quickly:
- Provide company and employee counts, then view available plans by market.
- Use live chat or a licensed agent to clarify networks, coverage limits, and benefit design.
- Compare plan types—HMO, PPO, POS, HDHP/HSA-compatible, and copay-first options—by price and risk profile.
Employer portals from UnitedHealthcare, Anthem, and Cigna speed enrollment, ID card management, and member admin. Robust 24/7 virtual services also help employees access care when they need it, boosting satisfaction and productivity.
UX tip: Add a skip main link to jump to the comparison tool. Gather census data ahead of time to speed quoting and improve accuracy. Comparing multiple plans up front helps you balance premiums, cost-sharing, and network quality so your employees get the coverage they need.
How to Get a Health Insurance Quote for Small Business
Start by sharing basic company details so plan matches reflect your team’s real needs.
Tell us about your company and employees
Provide location, number of employees, average ages, dependent participation, and any HSA preferences. UnitedHealthcare’s Small Business Store uses this census to tailor recommendations and pricing. In markets without the Store, you can request a quote directly. Cigna notes that plan and network options vary by market and availability.
View plans by state and see pricing options
- Filter results to your state before comparing benefits and networks.
- Review deductibles, copays, coinsurance, and out-of-pocket maximums.
- Confirm in-network hospitals and specialists that meet employee needs.
Use embedded support to ask questions in real time so an advisor can show trade-offs between richer benefits and lower premiums. Shortlist two to three plan designs, flag specialty pharmacy or chronic care needs, then save comparisons and schedule a support call to finalize enrollment steps.
Plan Types and Funding Options Built for Small Businesses
Choose a funding model that matches your cash flow, risk tolerance, and workforce needs.
Fully insured plans place financial risk with the insurer and give predictable monthly cost. The carrier manages claims and plan administration, which reduces employer management and simplifies renewals.
Level funded arrangements blend self-funding and fixed payments. Employers pay steady monthly amounts and may receive a year-end surplus if claims are lower than projected. This option can lower net cost while keeping predictable cash flow.
High-deductible and HSA-compatible options
HDHPs pair with HSAs to enable tax-advantaged savings and lower premiums. Employers should align deductible levels and contributions to keep care affordable and support employee uptake.
Network designs and innovative models
Compare HMO, PPO, and POS medical plans by referral rules, network breadth, and member choice. PPOs favor flexibility; HMOs often lower costs with tighter networks; POS blends both.
Innovations like copay-first programs (for example, Surest) use upfront copays with no deductibles or coinsurance so employees can predict costs at the point of care.
“Funding choice affects cash flow, risk, and how much management the employer needs.”
- Integrated pharmacy programs help coordinate medical and drug benefits and reveal total program costs.
- Choose based on workforce demographics, chronic conditions, and utilization patterns.
- Revisit plan selection at renewal and work with a reputable company that provides clear reporting and service guarantees.
To explore specific plan options and digital enrollment tools, see the UnitedHealthcare small business store.
Nationwide Networks and Access Your Team Can Trust
Wide provider networks help employees secure appointments faster and keep out-of-pocket surprises low.
How network breadth affects experience. A deeper network often means quicker access to primary care and specialists. That speeds diagnosis and can reduce costs tied to delayed treatment.
UnitedHealthcare operates at national scale with 1.8M+ physicians and 5,600+ hospitals. That reach raises the chance an in-network clinician is near your staff’s homes or worksites.
Anthem Blue Cross Blue Shield offers wide continuity, with access to about 95% of doctors and 96% of hospitals across the U.S. This consistency helps companies manage quality and expectations.
Cigna Healthcare provides both national and locally focused networks. Employers with concentrated teams can choose targeted access without sacrificing overall quality.
Verify key hospitals and physicians during plan selection. Network differences can change referral paths, prior authorization needs, and the availability of centers of excellence. Out-of-network use usually raises costs, so educate each employee on in-network access.
When selecting plans, match network strategy to where employees live and to specialty demand. Review network updates annually to keep coverage aligned with workforce shifts.
Whole-Person Benefits Employees Value
Offering connected services helps employees get the right care when they need it.
Behavioral support and EAP
Behavioral programs and employee assistance provide counseling, stress support, and referrals. These services help staff handle work and life challenges quickly.
Anthem and Cigna include EAP and behavioral networks at no extra cost. That removes barriers and speeds access to care.
Wellness, rewards, and care management
Wellness programs and rewards motivate healthy actions and boost preventive service use.
UnitedHealthcare Rewards and care management help employees stay on track with chronic conditions. Coordinated care lowers long-term claims and improves outcomes.
24/7 virtual visits for urgent and primary needs
Virtual care reduces time away from work. UnitedHealthcare, Anthem, and Cigna offer round‑the‑clock virtual visits for urgent and primary issues.
Combining virtual and in‑person options closes care gaps and increases utilization of preventive services.
Plans that link medical, behavioral, and pharmacy services simplify navigation. Programs like UnitedHealthcare’s Vital Medication Program remove out‑of‑pocket costs for essential drugs such as insulin and albuterol.
Clear communication during enrollment helps employees use available services and boosts satisfaction and retention.
| Service | What it does | Employer impact | Example |
|---|---|---|---|
| Behavioral & EAP | Counseling, referrals, crisis support | Less absenteeism, better morale | Anthem EAP |
| Wellness & Rewards | Incentives for screenings and activity | Higher preventive uptake, lower claims | UnitedHealthcare Rewards |
| Virtual Care | 24/7 urgent and primary visits | Faster access, fewer missed work hours | 24/7 Virtual Visits |
| Care Management | Coordination for chronic/complex cases | Improved outcomes, lower total cost | Vital Medication Program |
Integrated Pharmacy and Additional Coverage Options
Bundled medical and pharmacy benefits can make care simpler and more effective.
Integrated medical and pharmacy for coordinated care
Pairing medical and pharmacy programs helps clinicians see prescriptions alongside diagnoses. That fuller picture improves prescribing, reduces duplicate therapy, and boosts adherence.
Carriers like Anthem use CarelonRx and Whole Health Connection to link drug and medical data. UnitedHealthcare and Cigna also offer integrated pharmacy management with savings tools and clinical programs.
Dental, vision, and life insurance to complete your benefits
Bundling ancillary coverage—dental, vision, and life—can simplify admin and may lower combined premiums by up to 5% when eligible. Vision plans often include large national networks and covered preventive exams to catch issues early.
Life insurance supports families and strengthens an overall benefits package. Choosing a reputable life insurance company adds financial protection that employees value.
| Option | Key feature | Employer benefit |
|---|---|---|
| Integrated pharmacy | Shared clinical data, formulary savings | Better medication management, lower total cost |
| Vision | Preventive exams, large provider networks | Early detection, reduced eye-related work disruptions |
| Life coverage | Group term options, beneficiary support | Financial security for families, higher retention |
Tip: Verify coverage details, eligibility, and any bundling discounts by state before you finalize plan documents. Match ancillary choices to your workforce needs and include a clear benefits summary in onboarding materials to drive early uptake.
Digital Tools and Dedicated Support for Employers and Employees
Modern portals and apps put enrollment, ID cards, and plan details at your team’s fingertips.
Employer portals: enrollment, eligibility, and ID cards
Centralized platforms streamline core tasks. Employer portals handle enrollment, eligibility updates, and digital ID card management in one place.
This reduces manual work and improves benefits administration management. UnitedHealthcare’s Small Business Store and Anthem’s EmployerAccess are examples that speed routine tasks and lower errors.
Mobile apps and 24/7/365 support
Mobile apps give employees quick access to plan info, digital ID cards, and virtual visits. Sydney Health and carrier apps let teams find providers and start telehealth visits anytime.
Round‑the‑clock service means questions after hours get timely answers. Cigna’s 24/7/365 customer support improves utilization and member confidence.
- Integrated tools link provider search, cost estimators, and claims tracking for greater transparency.
- Guided onboarding and responsive support boost employee comfort with products and services.
- Enable alerts for enrollment deadlines and required documents to reduce errors and delays.
- Track portal adoption to find training gaps and increase engagement.
Bottom line: Use digital products and a dedicated support team to free HR time, improve employee access to care, and get better outcomes from your plans.
Costs, Contributions, and Tax Advantages Explained
Understanding what drives your monthly premium helps you plan payroll and benefits budgets with confidence.
What drives premiums
Premiums vary by plan type, network breadth, geography, and employee age profile. PPOs and broader networks often cost more than narrow-network HMOs. Urban markets usually show higher costs than rural ones.
Benefit design—deductibles, copays, and prescription tiers—also shifts monthly rates and expected out-of-pocket exposure.
Employer contributions and shared costs
Many employers pay 50%–100% of employee premiums and may ask employees to share part of dependent coverage. That split shapes affordability and participation.
Revisit contribution levels annually to stay competitive while protecting your budget.
Tax deductions and credits
Premiums paid by a qualifying company are generally tax deductible as a business expense. Eligible employers may also qualify for the Small Business Health Care Tax Credit—worth up to 50% of employer-paid premiums under specific wage and contribution limits.
“Consult a tax professional to confirm eligibility and correct filing.”
| Area | Effect on cost | Employer action | Result |
|---|---|---|---|
| Plan type | PPO vs HMO, HDHP | Choose design to match risk tolerance | Higher flexibility or lower premium |
| Network | Broad vs narrow | Check provider access in employee ZIPs | Impacts utilization and out-of-pocket spend |
| Employee profile | Ages & utilization | Model expected claims when budgeting | More accurate yearly cost forecasts |
| Tax treatment | Deductible premiums & credits | Consult a tax expert | Net cost reduction when eligible |
Bottom line: Compare plans on premiums and cost-sharing, model total yearly costs, and communicate contributions clearly so employees see the value of coverage.
Eligibility, Enrollment, and State Availability
Begin with a clear head count and a quick check of state rules to avoid surprises at enrollment.
Who qualifies: Most markets define small group coverage as employers with 2–50 employees. Product availability, underwriting rules, and rates vary by state, so confirm local offerings before you move forward.
SHOP and year‑round buying: Eligible employers can use the SHOP Marketplace for standardized choices and potential tax credits. Many carriers — and some state programs — let small businesses buy coverage any time; there is no special enrollment period required.
Enrollment steps: Gather employee elections, verify FTE counts and participation rules, and set effective dates to prevent gaps. Evidence of insurability may apply to voluntary plans, so educate employees early.
- Verify which products are sold in your state and how networks differ.
- Coordinate waiting periods and effective dates with payroll and fiscal calendars.
- Engage an agent to confirm compliance and speed selection.
Usability tip: Add a skip main link in online benefits materials so employees can quickly access state-specific details and enrollment tools.
Need a refresher on enrollment basics? See small group basics.
Compare Top Providers Side by Side
Start by lining up each carrier’s core features and tools so you can judge real-world value at a glance.
UnitedHealthcare
Strengths: A digital Small Business Store makes it simple to research, compare, and purchase plans. Copay-first Surest options reduce surprise costs, and 24/7 Virtual Visits plus rewards and the Vital Medication Program support clinical outcomes.
Anthem
Strengths: One of the broadest BCBS networks with EmployerAccess to speed admin tasks. Employees get the Sydney Health app, and integrated pharmacy via CarelonRx can help lower total cost through coordinated care.
Cigna Healthcare
Strengths: One Guide offers guided navigation and customized virtual benefits education. Cigna pairs robust virtual care with engagement tools and 24/7/365 live support to boost uptake and satisfaction.
Choosing the right fit
Match network reach, digital tools, and pharmacy integration to your team’s needs and cost targets. If network breadth matters most, Anthem may lead. If digital shopping and copay-first options matter, UnitedHealthcare stands out. If guided navigation and engagement top your list, Cigna is a strong option.
| Carrier | Key tools | Network reach | Best when |
|---|---|---|---|
| UnitedHealthcare | Small Business Store, Surest, 24/7 Virtual Visits | Nationwide (1.8M+ physicians) | Digital buying and predictable point-of-care costs |
| Anthem | EmployerAccess, Sydney Health, CarelonRx | BCBS footprint (~95% doctors) | Broad access and admin efficiency |
| Cigna Healthcare | One Guide, virtual education, 24/7 service | National + local network options | Guided support and engagement-driven uptake |
Next step: Build a shortlist and request a final cost comparison that bundles medical, pharmacy, and ancillary products. For an external market view, see this best carriers overview.
Conclusion
Align network reach, plan design, and total cost with your workforce so employees get timely care and predictable out‑of‑pocket costs.
Request a localized comparison to confirm in‑network providers, compare integrated medical, behavioral, and pharmacy benefits, and weigh monthly premiums against point‑of‑care predictability.
Use digital enrollment tools and carrier support to cut admin time. Engage a licensed agent to review funding options, compliance, and state availability before you sign.
Include ancillary options like dental, vision, and life to round out the package. Review costs and employee feedback annually to keep your small business health offering competitive and effective.
FAQ
How do I find the best health plan for my small company?
Start by assessing your team’s needs — ages, chronic conditions, and preferred providers. Compare plan designs (HMO, PPO, POS), funding options, and provider networks like UnitedHealthcare, Anthem Blue Cross Blue Shield, and Cigna. Use an employer portal or broker to view pricing by state and confirm hospitals and physicians in-network.
What information do I need to request a cost estimate?
Provide basic company details: number of employees, employee ages, average wages, and desired effective date. Include preferred plan types and any essential providers. That lets carriers or agents generate accurate pricing and show fully insured, level-funded, or HSA-compatible options.
What’s the difference between fully insured and level-funded plans?
Fully insured plans give predictable monthly premiums and carrier-managed claims. Level-funded plans blend a fixed monthly payment with potential year‑end surplus if claims are lower than expected, offering savings but with more variable employer risk.
Are high-deductible plans a good choice for small teams?
High-deductible designs paired with Health Savings Accounts can lower premiums and offer tax advantages. They work well when employees are generally healthy or have access to virtual care and robust wellness programs to limit out-of-pocket shocks.
How extensive are nationwide provider networks?
Network size varies: UnitedHealthcare lists roughly 1.8 million physicians and 5,600 hospitals, while Anthem’s BCBS networks reach about 95% of doctors and 96% of hospitals in many states. Cigna also provides broad national and local connections. Confirm local availability for your employees’ locations.
What ancillary options should I consider alongside medical plans?
Integrating pharmacy, dental, vision, and life coverage creates a complete benefits package. Coordinated pharmacy and medical benefits improve care management, while voluntary life and disability options help with employee retention.
How can I support employee mental and behavioral needs?
Choose plans that include behavioral health, employee assistance programs (EAP), and virtual mental health visits. Many carriers offer care management and wellness incentives to boost engagement and reduce long-term costs.
What digital tools do carriers offer for employers and staff?
Expect employer portals for enrollment, eligibility, and ID management, plus mobile apps for claims, telehealth, and provider search. Carriers like UnitedHealthcare, Anthem, and Cigna provide 24/7 support to simplify administration and access.
What drives premiums and how much should employers contribute?
Premiums depend on plan type, network, location, and employee demographics. Employers commonly share costs—many contribute a percentage of employee-only premiums. Review tax benefits like deductions and the Small Business Health Care Tax Credit if eligible.
Who’s eligible for small group plans and when can we enroll?
Small group eligibility usually covers companies with 2–50 employees and access to options through the SHOP marketplace in some states. Small groups often can enroll anytime, without a restricted open enrollment period.
How do I compare top carriers to pick the right fit?
Compare networks, plan flexibility, digital tools, wellness programs, and administrative features. Look at UnitedHealthcare for extensive networks and no-cost programs, Anthem for broad BCBS access, and Cigna for strong engagement tools. Balance cost with quality and employee needs.