Learn How Do I Get Health Insurance for My Employees

Curious whether the right benefits package can boost hiring and cut costs at once?

This guide explains how a U.S. employer evaluates, chooses, and implements group health and benefits today. You’ll see why offering quality coverage matters and which plan types and funding models suit different budgets.

Leading carriers like Blue Cross and Blue Shield and UnitedHealthcare deliver broad networks, value-based care, and digital tools that simplify selection and enrollment. Blue Cross companies cover one in three Americans and often lower total cost of care, while UnitedHealthcare supports millions of small business members with a large nationwide network.

Options range from traditional group plans to level-funded or stipend-based approaches such as ICHRA and QSEHRA. Total cost of care, network breadth, and pharmacy strategies shape affordability and the employee experience.

For turnkey group benefits solutions and comparisons, see group benefits solutions.

Key Takeaways

• Offering benefits can improve recruiting and protect your budget.
• Top carriers provide nationwide access and digital enrollment tools.
• Choose between traditional group plans, level-funded, ICHRA, or stipends.
• Network size and pharmacy strategy affect cost and care access.
• Small businesses may qualify for SHOP and tax credits; large employers must meet ACA rules.

Why offering employee health benefits drives retention, productivity, and growth

A well-designed benefits package can cut turnover and lift productivity across teams. Recent surveys show clear employee preference for employer-sponsored plans and measurable business returns.

Evidence matters: A 2024 Employee Benefits Survey found 92% of workers value employer-sponsored health benefits. Forbes noted 67% of staff and 68% of employers ranked employer-covered health care as the top benefit.

The business case: engagement, fewer sick days, and talent attraction

Access to affordable care lowers absenteeism and reduces short‑term disruption. Gusto’s 2024 report found small firms offering insurance were 25% more likely to report that staff perform above expectations.

• Retention: Strong benefits shorten hiring cycles and cut turnover costs.
• Productivity: Consistent coverage and simple plan designs reduce stress and time away from work.
• Talent: A thoughtful package boosts employer brand and helps attract high‑caliber candidates.
• Wellness: Mental health, virtual care, and wellness perks extend plan value.

Choosing the right mix depends on workforce demographics, risk tolerance, and budget. The next sections translate these advantages into practical plan selection and rollout steps that align benefits strategy with growth goals.

How do I get health insurance for my employees

Begin by setting clear business goals that a benefits program must meet. Define objectives such as retention, budget predictability, and target employee cost‑sharing before comparing offers.

Map workforce needs — count full‑time staff, dependents, ages, and locations. This snapshot guides plan choice and contribution strategy.

Choose a purchasing path

Decide whether to buy direct from a carrier, work with licensed agents, or enroll through the SHOP Marketplace.

UnitedHealthcare’s Small Business Store helps employers compare plans, prices, and get guidance from licensed agents via chat or appointments. BCBS firms emphasize total cost of care and wide network access through BlueCard PPO.

Compare plans and total costs

Use digital stores to review premiums, deductibles, copays, out‑of‑pocket maximums, and network breadth in one place.

Focus on total cost of care — include pharmacy integration, care management, and network performance when comparing plans.

Set contributions and enroll

Set an employer contribution strategy and prepare payroll deductions, pre‑tax elections, and simple employee materials.

Activate support services such as virtual visits and wellness incentives to drive early engagement.

Monitor plan performance and employee feedback to guide renewals and improvements. For employers eligible for SHOP enrollment, learn more at SHOP Marketplace enrollment.

Plan types and funding models to consider

Picking the right plan structure helps balance budget certainty with potential savings tied to actual claims. Below are common options and the trade-offs each brings to businesses of different sizes.

Fully insured group health plans

Turnkey choice: the carrier manages claims and administration for a fixed monthly premium. This gives predictable costs and less internal admin work.

Level funded plans

These combine a fixed monthly price with actual claims experience. If your group’s claims are lower than expected, you may receive a year‑end surplus.

Surest plans

Simple design: upfront copays with no deductibles or coinsurance improve member understanding and use. UnitedHealthcare offers this style to reduce surprises.

ICHRA and QSEHRA

ICHRA lets employers set allowances by class and can meet ACA rules when paired with qualifying individual coverage. QSEHRA fits employers under 50 FTEs, has annual caps, and requires participants to have minimum essential coverage.

Taxable health stipends

Stipends work well for contractors or global staff. They are taxable and do not satisfy the employer mandate, though they can coexist with premium tax credits for individuals.

“Match your funding choice to cash flow, risk tolerance, and admin capacity.”

Next step: engage a licensed agent to model multiple scenarios and compare a health insurance plan, expected claims, and administrative impact before choosing.

Understanding costs, contributions, and savings levers

Premiums reflect more than plan labels; they mirror network strength, benefits, and the people covered.

What drives monthly pricing? Actuarial value, deductibles, copays, and out‑of‑pocket maximums shape premiums. Geography and employee ages shift rates, while network scope affects negotiated unit prices.

Employers typically pay between 50% and 100% of premiums and often share dependent charges. Contribution choices change take‑home pay and affect perceived value of coverage.

Lowering total cost of care

High‑performance and narrower networks can cut unit costs while preserving quality through value‑based provider partnerships.

Integrated pharmacy strategies curb drug spend and improve outcomes. UnitedHealthcare’s Vital Medication and 24/7 Virtual Visits reduce avoidable ER and urgent care use, while Blue Cross firms report about 7% lower total cost of care nationally through value programs and pharmacy alignment.

Model total employer cost — include premiums, payroll taxes, HSA/HRA funding, and potential level‑fund returns. Monitor utilization and guide staff to in‑network providers with clear communications and cost tools.

“Revisit contribution levels annually to balance competitiveness with budget constraints.”

Networks and quality: access to the right care at the right price

Network strategy shapes both access and long‑term cost. Broad provider lists give convenience and fewer out‑of‑network bills. Narrow, high‑performance models trade breadth for better outcomes and lower unit prices.

Broad national reach

BlueCard PPO connects to more than 2.2 million in‑network providers across the U.S., which helps dispersed or traveling workforces maintain consistent coverage and access.

Targeted, high‑value networks

BlueSelect and the Blue High Performance Network concentrate care with providers that deliver better results. Employers can lower total cost of care by steering members to these high‑value options.

Nationwide footprints that still focus on value

UnitedHealthcare supports a nationwide network of 1.8M+ physicians and 5,600+ hospitals. Their model pairs broad access with integrated pharmacy and care coordination to reduce avoidable utilization.

Value‑based care and Centers of Excellence

Value arrangements reward outcomes, cut complications, and lower long‑term spend. Blue Distinction Specialty Care designates Centers of Excellence for complex procedures across major MSAs to improve quality and predictability.

• Map employee locations against network coverage to avoid surprise out‑of‑network costs.
• Communicate tradeoffs clearly so staff understand savings versus provider breadth.
• Use care navigation and advocacy services to steer members toward high‑performing providers.

“Design networks to match your workforce geography and cost goals while preserving quality.”

Compliance and tax advantages every employer should know

Know the basic rules first. Applicable Large Employers (ALEs — 50+ FTEs) must offer affordable minimum essential coverage (MEC) that meets minimum value to at least 95% of full‑time staff or risk employer shared responsibility penalties if workers get premium tax credits.

ICHRA and QSEHRA specifics: Participants must have MEC. An ICHRA can satisfy the mandate when it is affordable and paired with qualifying individual coverage.

Small employers may access SHOP plans and could qualify for the Small Business Health Care Tax Credit worth up to 50% of employer‑paid premiums, which lowers business costs during early growth.

Premiums are typically deductible business expenses and employee contributions can be pre‑tax through cafeteria plans. Coordinate with payroll and tax advisors, keep compliance calendars, and use HRA software or broker support to manage notices and annual reporting.

“Timely documentation and simple payroll integration protect employers from penalties and unlock tax savings.”

Selecting the right path for small businesses versus larger employers

Your company’s size and growth plans shape whether a traditional group plan or an HRA makes sense.

Under 50 FTEs — small business owners are not required by ACA to offer coverage. That said, these businesses can use SHOP access and may qualify for the Small Business Health Care Tax Credit to lower net premium costs.

Options that suit smaller groups: level funded plans that return surplus when claims are low, ICHRA and QSEHRA models that let an employer control budget and widen employee choice, and SHOP plans that simplify buying and may include tax offsets.

50+ FTEs (ALEs)

ALEs must offer affordable minimum essential coverage with minimum value to avoid penalties. Employers can meet the mandate through traditional group health or by offering an affordable ICHRA paired with qualifying individual coverage.

• Consider workforce spread: local teams may prefer broader networks, multi-state staff need nationwide access.
• Evaluate admin capacity: HRA software and carrier tools can reduce manual work and compliance risk.
• Model scenarios: compare multi-year costs, participation thresholds, and employee experience before committing.

“Test multiple scenarios and reassess as the business grows or crosses regulatory thresholds.”

From decision to go‑live: implementation, enrollment, and communications

A concise implementation roadmap turns vendor choices into live coverage with minimal disruption. Plan each step so teams, payroll, and staff know next actions.

Timeline: quoting to open enrollment

Typical 30–60 day timeline:

1. Quoting (days 1–10): compare carriers and services; engage licensed agents and digital stores in one place.
2. Underwriting & contracting (days 11–30): submit census, complete applications, sign contracts.
3. Onboarding (days 31–45): set up payroll deductions, Section 125 elections, and eligibility waiting periods.
4. Open enrollment (days 46–60): host meetings, publish FAQs, track elections and deadlines.

Engagement tools and early adoption

Promote virtual visits, rewards, and medication programs to drive activation. UnitedHealthcare’s Small Business Store bundles plan research with live licensed agent support and engagement features like 24/7 Virtual Visits and Vital Medication coverage.

BCBS member discounts such as Blue365, care navigation, and behavioral programs also increase perceived value.

Communications tip: explain networks, cost‑sharing, and how to find in‑network providers and pharmacies. Offer multi‑language and accessible formats to reach all staff.

“Track activation and gather feedback early — this prevents enrollment surprises and informs renewal choices.”

Get expert help: compare plans and get quotes in one place

Tap expert brokers and digital marketplaces to compare quotes and stop guessing about plan performance.

Licensed agents speed selection by translating needs into tailored options. UnitedHealthcare’s Small Business Store lets employers research pricing, receive plan recommendations, and buy coverage with live chat or scheduled support from licensed agents. In markets without that storefront, carriers still accept quote requests.

BCBS partners guide employers toward higher‑performing care, integrate pharmacy, and protect spend through payment integrity and expansive BlueCard PPO networks.

Licensed agents and digital stores to support you every step of the way

Use agents and platforms to streamline quoting, design, and onboarding. They work with payroll and HR systems to simplify deductions and eligibility setup.

• Agents negotiate pricing and translate clinical programs into practical choices.
• Digital stores let you compare networks, benefits, and premiums in one place with real‑time assistance.
• Request multiple scenarios — fully insured, level funded, and ICHRA — to benchmark cost and risk.
• Keep broker‑of‑record documents and decision criteria organized for audits and renewals.

Tip: schedule live chat or consultations to fit a busy business calendar, and reassess coverage annually with your agent to capture new savings and carrier programs.

“Expert support uncovers value‑based care, Centers of Excellence, and pharmacy programs that lower total cost.”

Conclusion

A simple, staged plan helps employers move from needs analysis to live coverage with minimal disruption. Map staff priorities, choose among fully insured, level funded, Surest, or HRA options such as ICHRA and QSEHRA, and compare network reach like BlueCard PPO and UnitedHealthcare.

Make a strong, clear plan. Use licensed agents and digital stores to compare quotes, set a budget, and schedule enrollment. Small firms should check SHOP and tax credit eligibility while ALEs must confirm ACA affordability and minimum value.

Track utilization, satisfaction, and program tools such as virtual visits and medication programs. Document a 12‑month roadmap with milestones, then gather needs, engage an agent, and start quotes to meet your go‑live date.