Could one plan change how your team feels, performs, and stays?
Choosing the right group health insurance affects recruiting, retention, and costs. Nationwide networks like UnitedHealthcare, Blue Cross Blue Shield, and Cigna offer options such as fully insured, level funded, and self-funded plans that employers can compare by price, network, and benefits.
Quotes vary by state, ages, and design. Employers gain value from transparent comparisons of physician networks, hospital access, and whole-person benefits like pharmacy integration and virtual visits. Licensed agents and advocacy teams guide selection and enrollment.
Cost strategies — value-based care, Centers of Excellence, and payment integrity — help control premiums and claims. To compare options and get tailored quotes, explore carrier resources such as UnitedHealthcare small business plans and market overviews at small business health insurance guidance.
Key Takeaways
- Get Quotes and Compare Health Insurance Plans for Small Businesses
- Why Choose Our Small Business Health Care Solutions
- Health Care Insurance for Small Business: Plan Types and Funding Options
- Networks That Balance Access, Quality, and Cost
- Whole-Person Benefits Employees Value
- Proven Cost Management and Quality Care Approach
- Eligibility, ACA Considerations, and SHOP Marketplace
- Pricing, Employer Contributions, and How to Get Started
- Conclusion
- FAQ
- Nationwide networks offer broad provider and hospital access to support employees wherever they live or travel.
- Plan types include fully insured, level funded, and self-funded options that fit different budgets and risk profiles.
- Whole-person benefits like behavioral services, pharmacy, and virtual care improve experience and outcomes.
- Licensed agents and advocacy teams simplify quotes, enrollment, and ongoing support.
- Cost controls such as value-based care and Centers of Excellence help manage premiums and claims.
Get Quotes and Compare Health Insurance Plans for Small Businesses
See state-specific options fast by sharing a few details about your company.
Provide a short census: ZIP codes, employee ages, and dependent counts. This reveals which plans are available in your state and gives estimated premiums.
Start by sharing your business details to view plans by state
Enter basic company and employee data to see state-level availability, estimated costs, and coverage highlights. Digital storefronts like UnitedHealthcare’s Small Business Store let employers compare prices, view products and services, and buy online.
Connect with a licensed agent for personalized recommendations
After an initial comparison, you can contact licensed agent support to validate selections. A licensed agent explains trade-offs across networks, deductibles, drug coverage, and funding options.
- Use accurate census data to improve quote precision and avoid surprises.
- Capture provider preferences and key medications early to preserve access and necessary services.
- Schedule a call with an agent to finalize contributions and onboarding steps.
| Channel | What it shows | Best when |
|---|---|---|
| Digital storefront | Side-by-side plan comparison, prices, buy online, live chat | Quick research, real-time recommendations |
| Request a quote | Carrier or broker-curated options across plan types | Markets without a digital store or custom funding needs |
| SHOP Marketplace | Marketplace plans and potential tax credits | Eligible groups seeking affordability via credits |
Why Choose Our Small Business Health Care Solutions
A national approach gives your company consistent access and hands-on support as your workforce grows.
Nationwide access to quality hospitals and clinicians
A broad network—BlueCard’s 2.2M+ providers, UnitedHealthcare’s 1.8M+ clinicians and 5,600+ hospitals—keeps employees connected when they relocate or travel. This avoids gaps and preserves continuity of services across states.
Dedicated support from licensed agents and advocacy teams
Licensed agents guide employers through plan comparisons and enrollment. Advocacy teams like Cigna One Guide handle escalations, authorizations, and complex cases so HR spends less time on claims.
- Measurable results: network design and value-based programs can lower total cost of care and boost quality.
- Integrated services: medical, pharmacy, and behavioral programs simplify admin and improve employee experience.
- Employer advantages: single point of contact, streamlined implementation, and ongoing stewardship to optimize utilization and costs.
Health Care Insurance for Small Business: Plan Types and Funding Options
How a plan is funded affects cash flow, vendor choice, and transparency into claims.
Fully insured arrangements shift financial risk to an insurance company. Employers pay a fixed monthly premium while the carrier manages claims and administrative work. This stabilizes budgeting and cuts internal overhead.
Level funded
Level funded plans blend a predictable monthly payment with real-time claims tracking. If claims run low, employers may see a year‑end surplus. This option gives more cost visibility without full risk exposure.
Surest plans
Surest designs use clear, upfront copays with no deductibles or coinsurance. That simplicity helps employees make care decisions at the point of service and reduces billing surprises.
Self‑funded
Self‑funded options suit groups that want control over plan design, vendor choice, and data insights. Employers assume claims risk but gain flexibility and richer analytics to manage utilization and pharmacy.
- Compare cost variability, cash flow, and reporting trade‑offs across plan types.
- Use claims data to refine benefits, integrate pharmacy, and target high‑impact programs.
- Include dental, vision, and life add‑ons to round out a group health package.
Tip: Engage a licensed team to match company size, employee mix, and risk tolerance before selecting a plan. For an overview of package types, see types of small business health packages.
Networks That Balance Access, Quality, and Cost
A strategic network can expand access while keeping unit prices and premiums in check.
Broad PPO networks maximize employee choice. BlueCard’s PPO gives employers national reach with 2.2M+ in‑network provider options and wide hospital coverage. UnitedHealthcare adds scale with about 1.8M physicians and 5,600+ hospitals nationwide.
Narrow and localized networks like BlueSelect lower unit prices and premiums by guiding visits to local, value‑priced clinicians. High Performance Networks steer employees toward higher‑value providers to improve outcomes and manage spend.
“Match network design to where your team lives and works to reduce out‑of‑network surprises.”
- Compare broad PPOs that boost access with narrow plans that lower costs.
- Use tiered or performance networks to direct care to quality providers without losing choice.
- Verify key providers and facilities before finalizing coverage to protect continuity.
- Mix networks across plan options to meet diverse employee needs and aid recruiting across markets.
To learn how to set up group coverage, see group coverage setup.
Whole-Person Benefits Employees Value
Design benefits that support physical, mental, and financial well‑being to boost engagement and retention.
Behavioral health resources include counseling, EAP services, and digital tools that tackle stress, anxiety, and chronic condition support.
Behavioral health support and care management
Care management teams reach high‑risk members with personalized outreach and care coordination. Engagement specialists help employees navigate options and next steps.
Integrated pharmacy strategies
Formularies, preferred networks, and clinical programs reduce drug spend. UnitedHealthcare’s Vital Medication Program and BCBS pharmacy strategies lower out‑of‑pocket costs.
24/7 virtual access
Cigna and UnitedHealthcare offer virtual visits for urgent, primary, behavioral, and physical therapy. That 24/7 access removes barriers and speeds treatment.
Wellness programs and optional add‑ons
Wellness programs, rewards, and Blue365 discounts encourage prevention. Optional dental, vision, and life insurance round out coverage.
“Unified benefits simplify navigation and improve outcomes by guiding employees to the right services.”
| Benefit | What it does | Example | Employee value |
|---|---|---|---|
| Behavioral programs | Counseling, EAP, digital therapy | Cigna EAP | Faster support, less stigma |
| Pharmacy | Formulary management, savings programs | Vital Medication Program | Lower drug costs |
| Virtual visits | 24/7 urgent, primary, PT | UnitedHealthcare virtual | Convenient access |
| Extras | Dental, vision, life | Optional add‑ons | Comprehensive protection |
Promote access through mobile apps, telehealth platforms, and advocacy teams. Learn more about integrated employer solutions at Anthem small employer plans.
Proven Cost Management and Quality Care Approach
A coordinated approach to total cost of care lowers avoidable spending across hospitals, clinics, and pharmacy.
Total cost of care strategies delivering average national savings
Total cost of care measures combined inpatient, outpatient, and pharmacy spend. Coordinated programs reduce duplication, curb avoidable admissions, and limit high‑cost drug use.
Value-based care partnerships that prioritize outcomes over volume
Value contracts and ACO/PCMH models reward outcomes. These models improve quality and can lower cost trends for employers and employees.
Centers of Excellence and payment integrity
Centers of Excellence concentrate expertise for complex procedures, cutting complications and readmissions. Multi‑phased payment integrity detects billing and coding errors to protect employer dollars.
“Networks and analytics guide members to higher‑performing providers and spot gaps before claims grow.”
- Analytics target outreach and personalize programs to reduce claims.
- Reporting helps employers track utilization, costs, and performance vs benchmarks.
- Plan design levers—site of care, referrals, and virtual options—align programs with trends.
| Strategy | What it does | Employer benefit |
|---|---|---|
| Total cost management | Coordinates inpatient, outpatient, pharmacy | Lower overall spend (BCBS averages ~7% lower) |
| Value-based models | Rewards outcomes over volume | Better quality and predictable costs |
| Centers of Excellence | Concentrates specialty services | Fewer complications, lower readmissions |
| Payment integrity | Prevents billing errors | Reduced administrative waste |
Tip: Review programs periodically to adjust services, network paths, and plan design so quality stays central to sustainable cost control.
Eligibility, ACA Considerations, and SHOP Marketplace
Start by tallying full‑time staff and average work hours to confirm whether federal rules apply.
What counts as a small employer?
Under the ACA, employers with fewer than 50 full‑time employees are not required to offer group health insurance. Offering coverage remains optional but can improve recruiting and retention.
Employer responsibilities when offering coverage
If you choose to offer benefits, you must set contribution rules, eligibility criteria, and follow federal and state regulations. Maintain accurate records of hours and enrollment choices.
Using SHOP and tax credit opportunities
The SHOP Marketplace lets eligible employers compare products and services and enroll in plans designed for smaller groups.
Qualifying employers may get a Small Business Health Care Tax Credit worth up to 50% of premiums. Premiums are generally tax‑deductible, lowering overall costs.
- Collect accurate counts of full‑time employees and average hours to confirm eligibility.
- Evaluate budget impacts, including dependent coverage options and contribution levels.
- Use product comparison tools and contact licensed agent support to navigate SHOP or off‑exchange choices.
- Communicate enrollment windows, plan choices, and how to use benefits clearly to employees.
Next steps: Confirm your group size, assess possible tax credits, and contact licensed agent support to get tailored quotes and complete enrollment.
Pricing, Employer Contributions, and How to Get Started
Several clear factors determine what your monthly group costs will be. Use them to forecast budget impact and set a fair contribution policy.
What drives cost: plan type, network, benefits, location, and ages
Major drivers include plan type selection (fully insured, level funded, self‑funded), network breadth, included benefits, geographic market, and employee age mix.
Each element changes premium estimates and long‑term costs. Narrow networks lower unit prices but limit access. Richer benefit sets increase premiums yet boost retention.
Typical employer contributions and dependents coverage
Many employers cover 50%–100% of employee premiums and set tiers for dependents. Common approaches: fixed employer share, percent of premium, or defined contribution credits.
Document a contribution policy that explains spouse and dependent rules, payroll deductions, and eligibility tiers to avoid surprises.
Request a quote, compare plans, and enroll online with expert help
Start with a simple checklist: census data, budget range, network preferences, key medications, and must‑have benefits. Then request quotes.
- Use online tools like UnitedHealthcare’s Small Business Store to compare plans and get estimates.
- Work with a licensed agent to validate assumptions, model employer share, and review tax implications.
- Deploy a rollout plan with timelines, enrollment windows, employee meetings, and FAQs.
“Validate affordability with forecasting tools and review utilization quarterly with your agent.”
| Step | What to provide | Outcome |
|---|---|---|
| Quote | Census, ZIP, ages, dependents | Estimated premiums by plan type |
| Compare | Network, benefits, drug list | Shortlist 2–3 plans |
| Enroll | Election forms, payroll setup | Coverage active, onboarding materials |
Get started: collect census data, define budget, choose preferred networks, list critical medications, and meet a licensed agent to finalize selections and enrollment.
Conclusion
A clear benefits strategy ties predictable costs to reliable employee access and better outcomes.
Comprehensive insurance coverage and strong health benefits reduce business risk by giving staff steady access to providers, virtual services, and advocacy teams.
Select benefit mixes that match workforce needs, locations, and budget. Include optional life insurance and wellness programs to boost recruitment and retention.
Document goals—cost predictability, user experience, and access—and use them to compare carriers and products. Remember eligibility rules for full‑time employees and dependent coverage while you plan.
Revisit choices as the company grows. Use proven cost and quality strategies like performance networks and data‑driven programs.
Next step: review group health and health insurance plans, connect with an insurance company or broker, and finalize a streamlined enrollment process so employees get dependable, high‑quality coverage.
FAQ
What types of plans do you offer for companies seeking employee coverage?
We offer several plan types to fit different budgets and risks. Options include fully insured plans for predictable monthly premiums, level-funded plans that can return surplus based on actual claims, self-funded solutions for larger groups seeking more control, and certain surest plans that use upfront copays with no deductibles or coinsurance.
How can I get quotes and compare plans for my company?
Start by sharing basic company details and employee counts by state through our online form. You can also connect with a licensed agent who will run side-by-side comparisons of premiums, networks, benefits, and estimated employer contributions to help you choose.
What determines the cost of a group plan?
Cost drivers include plan type, network design, benefit richness, location, and the ages of covered employees and dependents. Pharmacy design, behavioral programs, and whether a plan is level-funded or self-funded also affect total spend.
What networks are available and how do they impact pricing?
We provide broad PPO networks like BlueCard PPO, as well as narrow and high-performance networks that target higher-value providers. Broad networks increase provider choice; narrow networks typically lower premiums but limit provider options.
Are behavioral health and virtual visits included?
Yes. Most plans include behavioral health support, virtual urgent and primary visits, and physical therapy options. Employers can also add employee assistance programs and specialty care management to improve outcomes and reduce costs.
Can I add dental, vision, or life benefits to a group plan?
Optional ancillary benefits such as dental, vision, and life insurance can be bundled with main medical plans. These add-ons help improve recruitment and retention while consolidating billing and administration.
What is level-funded coverage and who should consider it?
Level-funded plans combine a predictable monthly premium with potential refunds if claims are lower than expected. They suit small to mid-size employers seeking cost stability with upside if claims are favorable.
How does self-funding work and when is it appropriate?
Self-funding means the employer assumes claim cost risk and pays claims from company funds, often with stop-loss protection. It’s best for larger or cash-stable employers that want transparency and opportunities to control plan design and costs.
Do you provide support from licensed agents and advocacy teams?
Yes. Licensed agents help design plans and manage enrollment. Member advocacy and care teams assist employees with claims, provider navigation, and complex care coordination to improve access and outcomes.
What programs help control pharmacy and specialty drug costs?
Plans include integrated pharmacy benefit management, formulary management, utilization programs, and specialty pharmacy partnerships. These tools help predict and manage rising drug spend while maintaining access to necessary therapies.
How do tax credits and the SHOP Marketplace affect employer options?
Small employers may qualify for tax credits through the SHOP Marketplace if they meet size and contribution rules. Using SHOP can simplify enrollment for eligible employers, but a licensed agent can help determine eligibility and the best path forward.
What employer contribution levels are typical?
Many employers cover a portion of employee-only premiums, commonly between 50% and 100%, and contribute less toward dependent coverage. Exact contribution levels vary by company budget, recruitment strategy, and plan choice.
How many providers and hospitals are in the network?
Our networks include millions of in-network providers and thousands of hospitals nationwide, offering broad access while allowing employers to choose networks that balance access, quality, and cost.
What value-based care and cost management strategies do you use?
We pursue value-based partnerships that reward outcomes, use centers of excellence for complex care, and employ payment integrity programs to detect billing and coding errors. These approaches aim to reduce total cost of care while improving results.
How quickly can we enroll employees after selecting a plan?
Enrollment timelines vary by carrier and plan type, but many groups can enroll within weeks once plan selection, employee eligibility, and payroll contribution details are finalized. A licensed agent will guide you through the timeline and required paperwork.