Looking for a faster way to compare plans and pick the right coverage for your team?
This page helps your business get a fast, accurate company health insurance quote and compare plans from top carriers side by side. You can evaluate networks, costs, benefits, and employee support at a glance.
Explore national carrier strength: UnitedHealthcare covers 2.5M small business employees with 1.8M+ providers, Anthem connects to 95% of doctors and 96% of hospitals via BCBS, and Cigna blends national and local networks with 24/7 support.
Use our tools and agent support to review plan types, contribution strategies, and funding models so you match budget with quality care. Add ancillary services like dental, vision, life, and disability to build a full package that helps retain staff.
Next steps: gather basic employee info, request your quote, and use side-by-side comparisons to choose the best plans for your business needs.
Key Takeaways
- Get a company health insurance quote today and compare plans side by side
- How group health insurance works for small businesses
- Plan types and funding options to fit your budget
- Compare leading insurance companies and networks
- Benefits that attract and retain employees
- Add dental, vision, life, and disability for comprehensive coverage
- Digital tools that simplify plan management
- Costs, tax considerations, and how pricing is determined
- State-by-state availability and SHOP Marketplace options
- Conclusion
- FAQ
- Compare coverage, networks, and costs from major carriers in one place.
- National networks (UnitedHealthcare, Anthem, Cigna) offer wide provider access.
- Balance premiums, plan design, and provider access for easy-to-use care.
- Add dental, vision, life, and disability to boost retention.
- Use tools and agent support to move from quote to enrollment confidently.
Get a company health insurance quote today and compare plans side by side
See tailored plan options in minutes by entering state, employee count, and ages.
Instant quotes for small businesses in the United States
Enter your state, the number of employees, and each employee age. The tool returns instant comparisons that show premiums, networks, and key benefits.
What you’ll need to start your quote (employees, ages, state)
Most small group quotes cover 2–50 people. Have a simple census ready with dependents and note whether you will contribute to spouse or child coverage.
Talk to a licensed agent for guidance
Agent support is available via live chat or scheduled calls to explain differences between carriers and help with enrollment timelines.
“Getting accurate comparisons quickly helps teams balance costs and access while supporting recruiting and retention.”
- Costs reflect plan type, network, benefits, location, and ages.
- Compare deductibles, copays, out-of-pocket max, and in-network coverage side by side.
- Tools work nationwide and include accessibility features and a skip main pattern.
| Input | Why it matters | Result |
|---|---|---|
| State | Regulation and provider availability | State-specific plan options |
| Employee count | Eligibility and group rates | Small group pricing (2–50) |
| Ages & dependents | Age affects premiums and risk | Accurate cost estimates |
How group health insurance works for small businesses
Small groups often set up employer-sponsored coverage to attract and keep skilled staff. Typical small group eligibility runs from 2–50 employees, and full-time status is usually determined by hours worked per week under plan rules.
Employer contributions and dependents
Most employers pay between 50%–100% of the employee premium. Employers can opt to share costs for spouses and children to improve family coverage and retention.
Cost drivers and plan choices
Premiums are shaped by plan design (deductibles, copays), network breadth, location, and employee ages. Businesses often offer HMO, PPO, or high-deductible options to match budgets and staff needs.
Preventive care and enrollment mechanics
ACA-compliant plans include in-network preventive services at 100%, such as screenings and vaccines. Enrollment requires collecting enroll/waive decisions, eligibility proof, and coordinating with carriers or platforms during onboarding.
| Topic | What to expect | Action for employers |
|---|---|---|
| Eligibility | Commonly 2–50 employees; FT status required | Prepare simple census and work-hour records |
| Contributions | Employers typically 50%–100% of premiums | Decide employer/employee split and dependent rules |
| Program extras | Care management, EAPs, wellness incentives | Add complementary programs to reduce long-term costs |
Clear employee communication improves adoption and satisfaction from day one. To review marketplace options and next steps, explore coverage options.
Plan types and funding options to fit your budget
Deciding how to fund employee coverage affects monthly cash flow and long-term costs. Choose between predictable premiums, risk-sharing structures, or higher deductibles with tax-advantaged savings to match your budget and workforce needs.
Fully insured plans: predictable premiums and carrier-managed claims
Fully insured arrangements place claim risk with the carrier. That means fixed monthly premiums and simpler admin for small employers.
Level-funded plans: potential year-end savings
Level-funded options set monthly payments based on expected claims. If actual claims are lower, employers may receive a year-end surplus, creating potential budget savings.
High-deductible plans with HSA compatibility
HDHPs lower premiums while enabling employee contributions to HSAs. Those accounts offer tax-advantaged savings and can help staff manage out-of-pocket costs.
Networks and innovative designs
HMO, PPO, and POS plans differ in referrals, network size, and out-of-network flexibility. Innovative copay-first products, like Surest, remove deductibles and coinsurance so members pay clear costs at point-of-care.
- Cost controls: use wellness programs, care navigation, and virtual visits to reduce unnecessary utilization.
- Market variation: carriers such as Anthem and Cigna offer a wide range of products and funding solutions by state.
- Plan choice strategy: pilot a mix—pair a copay-first product with an HDHP so different employee needs are met.
“Transparency tools and cost estimators help employees choose high-value providers and understand true out-of-pocket cost.”
Compare leading insurance companies and networks
Network size, digital tools, and local hospital access shape real-world member experience.
UnitedHealthcare: national scale and broad provider access
UnitedHealthcare offers a massive network with 1.8M+ providers and 5,600+ hospitals. This breadth supports traveling staff and multi-state teams who need in-network care.
Anthem Blue Cross and Blue Shield: deep local reach
Anthem, via BCBS, gives access to about 95% of doctors and 96% of hospitals nationwide. That level of access helps employees find nearby specialists and trusted facilities.
Cigna: flexible networks with integrated services
Cigna combines national and local networks with integrated pharmacy and strong behavioral health support. Their 24/7 service simplifies care navigation for members.
| Carrier | Strength | Why it matters |
|---|---|---|
| UnitedHealthcare | 1.8M+ providers; 5,600+ hospitals | Better in-network options for mobile teams |
| Anthem (BCBS) | 95% doctors; 96% hospitals | High local provider access and consistency |
| Cigna | National/local networks; pharmacy | Simplified prescriptions and behavioral care |
Why network breadth matters: wider networks usually lower out-of-pocket costs and speed specialist referrals. Employers should check local facility lists and confirm key doctors are in network before choosing plans.
“Digital tools and provider directories make it easier for employees to find in-network care and manage claims.”
Benefits that attract and retain employees
A thoughtful mix of clinical care, pharmacy services, and mental health options makes benefits feel useful to staff.
Whole-person coordination across medical, pharmacy, and behavioral care
Whole-person care ties primary care, prescriptions, and behavioral support into one experience. This coordination reduces gaps and improves outcomes.
No-cost and low-cost programs that remove barriers
Offerings like 24/7 virtual visits, wellness rewards, and programs that eliminate out-of-pocket costs for vital medications drive use.
- Virtual care: urgent and routine visits anytime.
- Zero-cost meds: insulin, epinephrine, naloxone, albuterol, and more.
- Incentives: rewards for preventive actions and wellness engagement.
Employee assistance and mental health support
Employee Assistance Programs, broad behavioral networks, and self-guided digital tools make confidential help easy to find. These services lower absenteeism and help manage chronic conditions.
“Clear, accessible benefits increase retention, reduce time away from work, and boost productivity.”
Tip: Communicate available services and track utilization to refine programs each renewal. Thoughtful benefits raise your value proposition and help attract and keep top staff.
Add dental, vision, life, and disability for comprehensive coverage
Adding dental, vision, life, and disability benefits fills gaps that medical plans alone often miss. These extras help staff stay well and protect families from unexpected costs.
Dental and vision plans with broad national networks
Dental and vision plans round out preventive care and lower future out-of-pocket costs. Anthem offers 100% in-network preventive dental and a large vision network with 40,000+ eye doctors.
Nationwide networks make it easy for employees to get routine exams, eyewear, and cleanings near home or work.
Employer-paid and voluntary life insurance options
Employers can offer base life insurance at employer cost and voluntary buy-ups paid by staff. This combo meets budgets while giving families financial protection.
Tip: Assess employee demographics to set default coverage and offer voluntary increases for those who need more.
Short- and long-term disability and absence management
Short- and long-term disability protect income during serious illness or injury. Absence management services aid return-to-work planning and coordinate benefits.
Anthem partners with The Standard for life and disability administration, helping streamline claims and support.
Bundle-and-save opportunities when combining products
Bundling medical with ancillary products can cut admin work and may reduce premiums by up to 5% when eligible.
Employee Assistance Programs and other services pair well with life and disability to support staff in crises.
| Product | Key feature | Employer option |
|---|---|---|
| Dental | 100% in-network preventive care | Employer-paid or voluntary |
| Vision | 40,000+ eye doctors; routine exams | Voluntary with employer contribution |
| Life insurance | Basic employer-paid plus voluntary buy-up | Flexible coverage limits |
| Disability | Short & long term; absence management | Employer-sponsored or voluntary |
“Packaging benefits in one enrollment improves participation and makes value clear to employees.”
Digital tools that simplify plan management
Digital platforms now centralize enrollment, billing, and ID card management so HR can reclaim time for strategic work. Employer portals reduce manual steps and keep eligibility data current.
Employer portals for enrollment, eligibility, and ID cards
Portals from Anthem (EmployerAccess) and UnitedHealthcare’s Small Business Store let benefits teams run enrollment, process eligibility updates, and issue digital ID cards in one flow.
That centralization cuts errors, speeds onboarding, and standardizes workflows across products for the HR team.
Member apps for 24/7 access, care navigation, and virtual care
Apps like Sydney Health give employees 24/7 access to plan details, virtual visits, digital ID cards, and provider search. Integrated pharmacy and behavioral tools make care journeys smoother.
Personalized guidance through licensed agents and support lines
Live support — licensed agents, Cigna One Guide, and carrier support lines — resolves issues quickly. Guided help improves adoption and increases use of included services.
- Dashboards surface utilization trends and cost estimators to inform renewals and program design.
- Automated reminders and onboarding checklists keep employees engaged during open enrollment and new-hire windows.
- Accessible navigation patterns, including skip main features, help users reach critical plan details fast.
“Strong digital services reduce admin work and boost employee satisfaction by making benefits easy to use.”
Costs, tax considerations, and how pricing is determined
Plan pricing reflects a mix of design choices, where richer benefits and wider provider networks usually raise monthly premiums. Location and the average age of enrolled members also change rates noticeably.
What impacts premiums
Key drivers: generous plan design, broader networks, older enrollee ages, and state rating factors push costs higher. Narrow networks and high-deductible options can lower monthly premiums while shifting more cost to members.
Employer contribution strategies
Employers commonly use two models: a fixed percentage of premium or a set dollar contribution per employee. Most employers pay 50%–100% of employee premium. Covering dependents increases total spend but boosts perceived value.
Tax rules and cost-management programs
Premiums are generally tax-deductible as a business expense. Qualifying small employers may claim the Small Business Health Care Tax Credit for part of premiums paid.
“Wellness incentives and virtual care can lower long-term costs by improving engagement and guiding members to appropriate sites of care.”
- Compare multiple plans to find lower-cost solutions without losing key coverage or provider access.
- Project total cost: premiums plus expected out-of-pocket expenses for real affordability.
- Review plans annually with an insurance company partner or broker and build a multi-year benefits roadmap.
State-by-state availability and SHOP Marketplace options
Each state market shapes which products and networks are available to small employers. Availability, rates, and effective dates vary by state, so browse localized options to confirm network access and formularies before enrolling.
View plans by state and access marketplaces for eligible employers
The SHOP program lets eligible small businesses compare group health insurance choices and may open eligibility for tax credits.
UnitedHealthcare and other carriers offer state storefronts or request flows so employers can see local plan details and pricing.
When to use SHOP and when to buy direct
Consider SHOP if you want potential tax credits and a marketplace-managed application. Buy direct or use an agent-assisted platform for broader product options or unique funding models.
- Licensed agents help compare state-based offerings and navigate eligibility rules.
- Multi-state businesses can use national networks to keep consistent benefits across locations.
- Check provider lists and formularies by state to protect continuity of care.
| Need | Best option | Why it matters |
|---|---|---|
| Tax credit eligibility | SHOP Marketplace | May reduce net premium cost for qualifying employers |
| Broader product choices | Direct carrier or agent platform | Access to varied funding and unique plan designs |
| Multi-state administration | National network plans | Simplifies billing and keeps consistent benefits |
“Review plans annually and confirm state-specific changes — new products or pricing can appear each year.”
For a state-by-state guide to marketplaces and practical next steps, see state marketplace guidance.
Conclusion
Conclusion
Compare multiple plans and networks so your company can align coverage, cost, and workforce expectations. Leading carriers like UnitedHealthcare, Anthem (BCBS), and Cigna provide national and local access, integrated care, and easy digital tools that help employees use benefits every day.
Bundle dental, vision, life insurance, and disability to create a fuller package that supports recruitment and retention. Choose funding models and plan designs to control spend while keeping reliable in-network care and strong preventive and virtual services.
Engage a licensed agent to finalize selection, ensure compliance, and guide onboarding. Businesses: start a quote, review your shortlist side by side, and pick the plan that delivers value now and flexibility at renewal.
FAQ
What information do I need to get a company health insurance quote and compare plans?
You’ll need basic details: number of employees, employee ages and zip codes, business state of operations, and the level of benefits you want (medical, dental, vision, life, disability). Having recent payroll and any current plan documents helps agents match networks, products, and pricing quickly.
How do instant quotes for small businesses in the United States work?
Instant quotes use submitted census information to show plan options and estimated premiums from multiple carriers like UnitedHealthcare, Anthem, and Cigna. These tools compare plan types (HMO, PPO, POS), network access, and funding options so employers can evaluate costs, provider access, and potential savings side by side.
Who is eligible for employer-sponsored group health coverage?
Eligibility typically depends on employer size and plan rules. Small-business plans often require participation minimums (for example, 50% of full-time employees). Employers choose eligibility criteria for full-time, part-time, and dependents while meeting federal and state regulations.
How do employer contributions and cost-sharing work?
Employers decide contribution models—flat dollar or percentage of premium. Cost-sharing determines employee premiums, deductibles, and copays. Many small employers cover a portion of premium costs to attract staff while using benefit design and HSA-compatible high-deductible options to control expenses.
What is ACA-compliant preventive care and why does it matter?
ACA-compliant preventive care includes screenings, immunizations, and well visits that plans must cover without cost-sharing. Offering these services helps meet regulatory requirements, improve workforce health, and reduce long-term medical costs for employers and employees.
What are the differences between fully insured, level-funded, and self-funded plans?
Fully insured plans have predictable premiums and carriers manage claims. Level-funded plans blend fixed monthly payments with potential year-end refunds if claims are low, offering savings with some predictability. Self-funded plans expose employers to claim variability but can lower costs when claims are favorable; stop-loss coverage manages large claims.
Are high-deductible plans compatible with HSAs and how do they help control costs?
Yes. High-deductible plans paired with Health Savings Accounts (HSAs) let employees save pretax dollars for care, lowering monthly premiums. These plans reduce employer premium expenses while giving staff tax-advantaged tools to pay qualified medical costs.
How do HMO, PPO, and POS plans differ for employees?
HMOs require primary care coordination and restrict out-of-network care, usually offering lower premiums. PPOs provide broader network flexibility and out-of-network coverage at higher cost. POS plans combine elements: primary care gatekeeping with some out-of-network options. Choice affects access, referral rules, and cost-sharing.
Why does network breadth and local hospital access matter to employees?
Larger networks and strong hospital access mean employees keep existing doctors, get timely care, and avoid surprise out-of-network bills. Networks also impact negotiated rates, overall plan cost, and quality outcomes—key factors when comparing product options from national carriers.
What value do whole-person care programs add to a benefits package?
Whole-person care integrates medical, pharmacy, and behavioral services, improving clinical outcomes and employee productivity. Programs often include virtual visits, chronic condition management, and medication support, which lower utilization of high-cost services and boost employee satisfaction.
Can I add dental, vision, life, and disability to a core plan?
Yes. Many brokers and carriers offer bundled solutions that include dental, vision, voluntary and employer-paid life insurance, and short- and long-term disability. Bundling can simplify administration, increase enrollment, and sometimes reduce overall premiums through package discounts.
What digital tools help manage enrollment and member support?
Employer portals handle enrollment, eligibility, and ID cards, while member apps provide 24/7 access to care navigation, virtual visits, and plan details. Licensed agents and dedicated support teams add personalized guidance for plan selection, billing, and claims questions.
What factors drive premium pricing for small-group plans?
Premiums reflect plan design, network provider rates, geographic location, employee ages, and claims history. Funding option (fully insured vs. level-funded), benefits added (dental, vision, life), and employer contribution strategy also affect total cost to the business and staff.
How can employers manage costs while offering competitive coverage?
Employers use strategies like contribution tiers, HSA-compatible high-deductible plans, wellness incentives, and bundling ancillary benefits. Working with agents to compare carriers and leveraging level-funded or narrow-network designs can balance affordability and access.
Are premiums tax-deductible and are there small-business tax credits?
Employer-paid premiums are generally tax-deductible as a business expense. Small employers may qualify for tax credits when offering SHOP Marketplace plans and meeting employee size and wage thresholds. Consult a tax advisor for specifics and state-level programs.
How do I find plans available in my state and when should I use SHOP?
Use carrier search tools or licensed agents to view state-specific plan options and network access. SHOP is an option for eligible small employers seeking a marketplace solution with potential tax credits; buying direct from carriers or through brokers may suit employers needing custom plan designs or broader network choices.
How can a licensed agent help with selecting and managing benefits?
Agents provide plan comparisons, handle enrollment logistics, explain funding models, and act as a liaison with carriers for billing and claims. Their guidance helps ensure compliant, cost-effective programs that meet employee needs and streamline administration.