Curious which carrier gives the best mix of network access, cost, and benefits for your employees?
This page is a practical starting point to compare leading carriers side by side so your business can move from research to a confident decision. You can view real plan options, prices, and networks online and filter by company size, location, budget, and employee needs.
The major carriers bring wide reach and proven value. UnitedHealthcare lists over 1.8 million physicians and 5,600+ hospitals. Blue Cross and Blue Shield covers about one in three Americans and shows a lower total cost of care in industry analysis. Cigna offers multiple network styles and 24/7 support with integrated benefits that can save employers money.
Compare costs, deductibles, copays, and value‑added programs like Centers of Excellence and value‑based care. Licensed agents are available to answer questions and help employers pick plan types—HMO, PPO, OAP, LocalPlus, SureFit, level funded, or fully insured—while considering ACA rules and tax factors.
Key Takeaways
- Get your group health insurance quote and compare top U.S. providers
- How online comparison works for employers today
- Plan types and funding options to match your needs
- Nationwide and local networks for employee access and outcomes
- Cost control, savings, and data‑driven insights
- Whole‑person benefits that attract and retain employees
- What businesses should know about coverage, compliance, and tax advantages
- Conclusion
- FAQ
- See live plan options and pricing filtered by company size and location.
- Major carriers (UnitedHealthcare, BCBS, Cigna) offer broad networks and savings features.
- Side‑by‑side comparisons clarify costs, copays, and employee benefits.
- Agents can guide employers through plan types and compliance details.
- Consider value‑based care programs and SHOP/ACA rules when choosing coverage.
Get your group health insurance quote and compare top U.S. providers
Quick online tools let employers see real plan options and pricing in minutes.
Fast, online quotes tailored to your business size and location
Enter ZIP code, employee count, and basic company information to view live plan and price options aligned to your area.
The experience adapts by company size so the most relevant plans, networks, and funding models appear up front.
Licensed agent support and plan recommendations when you need help
Licensed agents are available by live chat or appointment to explain premiums, deductibles, copays, and out‑of‑pocket limits.
“Agents help interpret differences and recommend the best fit for your workforce.”
- Compare premiums, deductibles, copays, and out‑of‑pocket maximums side by side.
- Use network filters to prioritize broad national access or local, high‑performance designs.
- Request plan summaries and documentation to share with stakeholders.
- Get assistance from quote to enrollment so onboarding is smooth for employees.
Carrier highlights: UnitedHealthcare’s Small Business Store offers plan research, price comparison, and live scheduling with agents. Cigna provides 24/7/365 service and virtual care via MDLIVE. BCBS firms show broad networks by ZIP code for national access.
How online comparison works for employers today
Smart comparison platforms turn simple business inputs into clear, side‑by‑side options.
Enter basic company details — ZIP code, industry, employee ages, and average tenure — to generate relevant plans and projected costs tailored to your workforce.
Carriers then apply robust data and local provider networks to surface offers that match likely utilization and preferred providers. UnitedHealthcare’s digital store and Cigna’s Easy Choice tools and myCigna app speed this process.
Review coverage, costs, and employee benefits
Side‑by‑side comparisons display premiums, deductibles, copays, pharmacy tiers, and key benefits so you can spot trade‑offs quickly.
- Compare multiple insurance plans from different carriers at once to find competitive options for employees.
- Downloadable plan documents and SBCs give standardized information for HR review.
- Dashboards surface insights on network breadth, estimated out‑of‑pocket exposure, and potential savings from integrated benefits.
“BCBS companies use comprehensive claims data to generate employer insights and often report a lower total cost of care.”
Support is available from licensed agents to answer eligibility, enrollment timelines, and carrier requirements. For a deeper walkthrough of how these tools work, see our guide on how employer comparisons operate.
Plan types and funding options to match your needs
Selecting the right funding mix and provider network helps control costs and improve care access.
Fully insured for predictable budgeting
Fully insured plans let an insurance company set a fixed premium and handle all employee claims and risk.
This model simplifies administration and makes monthly costs easy to forecast. UnitedHealthcare commonly offers these designs for small and mid‑size firms.
Level funded for flexibility and possible surplus
Level funded plans reconcile against actual claims. Employers may receive a year‑end surplus when utilization is low.
This option blends predictable payments with upside potential tied to real claims experience.
Network and design choices
Choose national PPO/OAP networks for broad provider access or local curated networks to capture savings.
- Cigna OAP/PPO: wide national access.
- LocalPlus: up to 18% savings vs OAP.
- SureFit: up to 15% savings vs OAP.
- HMO: PCP‑coordinated care for predictability.
- Medical Indemnity: no network constraints.
Simple, member‑friendly designs
Surest plans from UnitedHealthcare use clear copays with no deductibles or coinsurance to keep costs transparent for employees.
| Design | Risk | Cost Predictability | Potential Savings |
|---|---|---|---|
| Fully insured | Carrier assumes risk | High | Low |
| Level funded | Shared | Medium | Medium–High |
| PPO/OAP / LocalPlus / SureFit | Employer/carrier mix | Varies | Up to 18% (LocalPlus) |
| Medical Indemnity | Employer manages | Variable | Depends on provider choice |
Match funding and network strategy to workforce distribution, risk tolerance, and admin capacity. For more on types of plans, see types of plans.
Nationwide and local networks for employee access and outcomes
Large networks and selective local options both matter when you want steady coverage and better results.
Broad national access
UnitedHealthcare lists more than 1.8 million physicians and health care professionals and 5,600+ hospitals nationwide. BlueCard PPO provides access to over 2.2 million unique in‑network providers, helping employees find in‑network care while traveling or relocating.
Local and high‑performance options
Cigna’s LocalPlus and SureFit offer curated networks designed to lower cost while preserving quality. Blue High Performance Network focuses on higher value providers at a national scale.
Value‑based partnerships and Centers of Excellence
BCBS Total Care (ACO/PCMH) rewards quality and coordination to improve outcomes and lower avoidable costs. Blue Distinction Centers of Excellence span major MSAs across 11 specialties for complex procedures with predictable pricing and strong results.
- Match network selection to employee home ZIPs, commuting routes, and current provider relationships.
- Use national breadth for travel and relocation needs; pick curated options to steer care to higher value clinicians.
- Leverage Centers of Excellence for complex care to combine quality outcomes with cost predictability.
| Option | Reach | Typical Benefit | Best For |
|---|---|---|---|
| National PPO / BlueCard | 2M+ providers | Consistent access nationwide | Remote or mobile employees |
| UnitedHealthcare national network | 1.8M clinicians, 5,600+ hospitals | Large hospital and clinician coverage | Large, multi‑location firms |
| LocalPlus / SureFit / Blue High Performance | Curated regional panels | Lower cost, high value | Cost control and quality focus |
| Blue Distinction / Total Care | Selected centers in top MSAs | Predictable pricing for complex care | Specialty procedures and care coordination |
“The right network design sustains broad coverage while improving measurable quality outcomes.”
Cost control, savings, and data‑driven insights
BCBS companies show a nationally benchmarked 7% lower total cost of care, based on a Milliman analysis of 2022 data. This reflects large‑scale analytics and targeted management across diverse populations.
Integrated benefits and measurable savings
Integrated programs combine medical, pharmacy, and behavioral information to reduce duplicative services. Cigna’s approach can yield up to $148 per employee per year in savings (Aon 2022).
Payment integrity and claims oversight
Multi‑phased payment integrity monitors coding, pricing, adjudication, payment, and recovery. That reduces errors and protects employer budgets.
- BCBS: 7% lower total costs nationally.
- Integrated data unifies care and pharmacy for clearer insights.
- Payment integrity limits improper claims and administrative spend.
- Estimated per‑employee savings up to $148 from integration.
Compare total cost strategies, not just premiums. Ask carriers for utilization trends, adherence rates, and clinical outcomes. Set performance metrics to ensure ongoing improvement in costs and services.
“Proactive care management stabilizes costs while improving measurable outcomes.”
Whole‑person benefits that attract and retain employees
Employees value benefits that make care simple, affordable, and available around the clock.
Virtual care gives 24/7 access for urgent and routine needs. UnitedHealthcare offers Virtual Visits day and night, and Cigna provides MDLIVE with coverage across urgent care, primary care, behavioral health, and physical therapy. This reduces time away from work and speeds access to care.
Wellness and incentives reward healthy actions and boost engagement. UnitedHealthcare Rewards and employer wellness programs use assessments and coaching to close care gaps and encourage preventive care.
Essential medications can be affordable or free. UnitedHealthcare’s Vital Medication Program removes out‑of‑pocket costs for drugs like insulin, epinephrine, glucagon, naloxone, and albuterol to support chronic condition management.
Optional add‑ons let employers round out packages with dental, vision, life insurance, and supplemental solutions that employees value. Digital tools and coaching help workers navigate products and services and improve adoption.
- 24/7 virtual access reduces wait times and lost hours.
- Incentive programs increase participation and foster wellness culture.
- Zero or reduced costs for vital drugs improve affordability and adherence.
- Dental, vision, and life insurance add tangible value to total coverage.
“Whole‑person benefits spanning physical, behavioral, and pharmacy care can strengthen retention and recruitment.”
Align programs to workforce needs and consider turnkey vendors and group benefit solutions to simplify implementation and reporting.
What businesses should know about coverage, compliance, and tax advantages
Before selecting plans, businesses need straightforward facts on eligibility, tax treatment, and marketplace options.
ACA thresholds and who must offer coverage
Under the ACA, employers with fewer than 50 full‑time employees are not required to provide health insurance.
Many small businesses still offer benefits to attract and retain talent and stay competitive.
Premium deductibility and the Small Business Health Care Tax Credit
Premiums paid by a business are generally tax deductible, which lowers the net cost of offering coverage.
Eligible employers may qualify for the Small Business Health Care Tax Credit. It can cover up to 50% of employer‑paid premiums for qualifying groups.
SHOP Marketplace and when to use it
The SHOP Marketplace lets small employers compare standardized group options and simplify administration.
UnitedHealthcare and other carriers offer SHOP plans in applicable markets when streamlined selection and vendor support matter.
- Clarify ACA thresholds and local rules before committing.
- Compare traditional small‑employer products and SHOP offerings side by side.
- Plan open enrollment communications to ensure a smooth employee experience.
“Consult tax and legal professionals for tailored guidance while using carrier resources to confirm compliance timelines.”
Next step: gather employer‑specific information and talk to your insurance company or broker to get documentation and clear timelines.
Conclusion
A clear, side‑by‑side review helps leaders pick plans that match budget and workforce needs.
Use network breadth, funding model, and benefit design to guide decisions.
National carriers like UnitedHealthcare, Cigna, and BCBS offer wide networks and varied options—from PPO/OAP and HMO to local curated panels and indemnity designs. Compare fully insured versus level funded models to match risk tolerance and potential savings.
Look for integrated programs, value‑based care, and payment integrity to reduce costs and improve outcomes. Prioritize member experience: simple copays, 24/7 virtual care, wellness incentives, and affordable essential drugs.
Next step: gather company data, engage licensed support, and compare networks and pricing to choose a solution that delivers quality, savings, and reliable access for employees.
FAQ
What should I enter to compare employee plan options online?
Enter basic company details—number of employees, primary work locations, and preferred start date. Include employee age ranges and any existing plan ID numbers to get tailored plan options, accurate pricing, and network availability from major carriers like UnitedHealthcare and Blue Cross Blue Shield.
How fast can I get personalized plan recommendations?
Many comparison tools deliver preliminary results in minutes. Licensed agents can review options with you, explain funding choices such as fully insured or level funded arrangements, and recommend networks and benefit designs that match your budget and workforce needs.
What’s the difference between fully insured and level funded plans?
Fully insured plans provide predictable monthly premiums and simplified administration because the carrier assumes claim risk. Level funded plans combine a fixed monthly payment with potential year‑end surplus or refund if claims are lower than expected, offering cost savings for lower‑claim groups.
Which network types should I consider for employee access?
Evaluate PPO, HMO, OAP, and regional networks like LocalPlus or Blue High Performance Network based on provider access and cost. National networks such as UnitedHealthcare’s offer millions of providers and thousands of hospitals for employees who travel or work remotely.
Can a plan reduce out‑of‑pocket costs for essential medications?
Yes. Many carriers include formulary designs that lower or eliminate copays for essential chronic medications. Integrated pharmacy strategies and value‑based contracting can improve adherence while managing overall medical spend.
How do integrated benefits help control total cost of care?
Coordinating medical, pharmacy, and behavioral programs increases transparency and reduces duplicative spending. Carriers and third‑party administrators use data analytics and payment integrity reviews to detect claim errors and identify savings opportunities across the population.
Are there small‑business tax advantages for offering plans?
Employers can typically deduct premium costs as a business expense. Smaller employers may also qualify for the Small Business Health Care Tax Credit if they meet eligibility rules for employee count and contribution levels. Consult a tax advisor for specifics.
What compliance items should employers track when selecting benefits?
Track ACA employer mandate thresholds, offer coverage eligibility rules, and reporting obligations like 1095 forms. Make sure plan choices meet state regulations and that contributions and waiting periods align with federal requirements.
What optional voluntary products are commonly offered alongside medical plans?
Employers often add dental, vision, life insurance, and supplemental accident or critical illness products. These options help attract and retain talent and can be offered as employer‑paid or employee‑paid benefits through payroll deductions.
How can employers drive better clinical outcomes for employees?
Use value‑based partnerships, Centers of Excellence for complex care, and navigation programs that guide employees to high‑value providers. Preventive care, virtual primary care access, and wellness incentives also improve outcomes and lower long‑term costs.
What role does virtual care play in benefit strategy?
Virtual care offers 24/7 access to clinicians, reducing unnecessary ER and urgent care visits. Integrating telehealth vendors like MDLIVE or carrier telemedicine platforms improves convenience, increases utilization of primary care, and supports mental‑health access.
How do providers estimate per‑employee savings with integrated solutions?
Carriers and consultants analyze historical claims and utilization patterns, then model interventions such as pharmacy management, care coordination, and payment integrity. Estimates show measurable reductions when programs align with high‑cost member needs and provider networks.