Can you find the right group plan that keeps costs down while keeping employees covered and satisfied?
This guide helps employers compare group health coverage from top carriers and enroll online with licensed support. UnitedHealthcare, Cigna, and Blue Cross Blue Shield each offer nationwide networks and tools that make side‑by‑side plan reviews practical for distributed teams.
The Small Business Store and carrier portals let you get instant quotes, compare networks like BlueCard PPO, and review virtual care, pharmacy, and behavioral health integrations. You can evaluate plan designs, funding models, and ways to control costs without sacrificing quality or access.
By the end, you’ll be ready to request quotes, connect with a licensed agent, and complete enrollment digitally. For quick background on plan types and tax-credit rules, see this helpful overview from Forbes Advisor.
Key Takeaways
- Affordable, quality coverage for your employees—compare and enroll online
- Understanding small business health insurance options
- Leading carriers at a glance: UnitedHealthcare, Cigna Healthcare, and Blue Cross Blue Shield
- Network access and quality: broad choice to high-performance value
- Whole-person benefits that help employees thrive
- What drives cost—and how employers can manage it
- How to compare plans, get quotes, and enroll online
- Compliance and eligibility essentials for small employers
- Conclusion
- FAQ
- Compare networks, benefits, and prices side by side to pick the best group plan for employees.
- Major carriers offer broad provider access and digital tools for quotes and enrollment.
- Look for integrated care—medical, pharmacy, behavioral health, and virtual services.
- Understand funding models and SHOP rules if tax credits may apply.
- Use licensed agent support to streamline selection and enrollment.
Affordable, quality coverage for your employees—compare and enroll online
Explore digital marketplaces that show side-by-side plan details, quick quotes, and guided enrollment with live agents.
Use carrier portals and the UnitedHealthcare Small Business Store to filter plans by price, network, and benefits. You can sort results by budget and view clear summaries that balance affordability and quality.
Large national networks and curated high-performance networks both improve access to care. Employers can pick the right mix for their teams based on location and cost goals.
- Compare networks, benefits, and pricing side by side with recommendation engines.
- See integrated solutions—medical, pharmacy, and behavioral benefits—that simplify administration.
- Talk with licensed agents via live chat or appointments to interpret coverages and costs.
Employers can add dental, vision, and life to build a fuller benefits package that helps retain employees. Once you choose a plan design and network, secure online enrollment completes the process quickly.
Focus on total value—premiums, out-of-pocket costs, network reach, and whole-person benefits—rather than price alone. Cost-saving network strategies and pharmacy integration can cut spend without reducing quality. Cigna and Blue Cross Blue Shield also provide integrated support and 24/7/365 service to help employees use their coverage.
Understanding small business health insurance options
Understanding how plan designs and networks differ helps employers pick coverage that fits needs and costs.
Plan structures vary by risk and predictability. Fully insured plans charge a fixed monthly premium while the carrier handles claims and administration. That makes budgeting simple for employers.
Level funded plans price to expected claims and may return a surplus if actual claims run lower. Some employers find savings potential here when risk is moderate.
Self-funded models are available in select markets and are often paired with stop‑loss protection to limit exposure. These can offer flexibility for employers ready to manage claims.
Plan types and networks
PPO plans provide broad provider access and choice. Narrow and high-performance networks focus on cost-efficiency and higher-value providers.
High-performance networks steer employees to clinicians and facilities that deliver better outcomes and lower total cost of care.
Enrollment paths and next steps
Employers can view plans by state through carrier portals, request instant quotes where available, or use the SHOP Marketplace if eligible. The SHOP path may also open access to a tax credit for qualifying employers.
- Gather census and location data to get accurate pricing and network availability.
- Weigh trade-offs between plan type, network breadth, and premium levels.
- Use digital enrollment tools and licensed agents to streamline implementation.
Leading carriers at a glance: UnitedHealthcare, Cigna Healthcare, and Blue Cross Blue Shield
Review the core strengths of three major carriers so you can match networks and services to your team’s needs.
UnitedHealthcare
Scale and simple member costs. UnitedHealthcare lists more than 1.8 million provider relationships and over 5,600 hospitals. Its Surest plans use upfront copays with no deductibles or coinsurance to simplify claims for members.
UHC also bundles dental, vision, and life benefits and offers a Small Business Store with licensed agent support for enrollment.
Cigna Healthcare
Integrated care and round‑the‑clock support. Cigna combines medical, pharmacy, and behavioral benefits with 24/7/365 customer services and virtual care for urgent and primary visits.
Programs like Cigna One Guide help employees understand and use benefits through guided education and engagement.
Blue Cross Blue Shield
Nationwide reach and cost leadership. BCBS companies serve one in three Americans and show an average 7% lower total cost of care. Networks range from BlueCard PPO to localized BlueSelect and the Blue High Performance Network.
- Match carrier solutions to your workforce: dispersed employees, preferred providers, or strong digital support.
- Assess customer services, pharmacy integration, and enrollment tools when comparing plans.
| Carrier | Key strength | Notable feature |
|---|---|---|
| UnitedHealthcare | Scale | 1.8M providers; 5,600+ hospitals; Surest copay plans |
| Cigna | Integration | Medical + pharmacy + behavioral; One Guide; 24/7 services |
| Blue Cross Blue Shield | Value | Nationwide footprint; 7% avg lower total cost of care |
For an external review of plan tradeoffs and to see the best plans for employers, request quotes and compare total cost of care across carriers.
Network access and quality: broad choice to high-performance value
Network breadth and performance shape how easily employees reach preferred providers and receive consistent care.
Broad PPO reach versus targeted high-performance networks
Broad PPOs like BlueCard give nationwide access to more than 2.2 million unique in-network providers. That is useful for multi-state teams or traveling staff who need consistent in-network care.
By contrast, narrow and high-performance networks focus on clinician quality and efficiency. These designs reduce unnecessary variation in care and can lower long-term costs while preserving outcomes.
Integrated pharmacy and medication programs
Cigna and UnitedHealthcare pair wide or local network designs with pharmacy management to coordinate medical and drug benefits. Programs such as UnitedHealthcare’s Vital Medication Program reduce out-of-pocket costs for essential medicines.
Pharmacy strategies—formularies, preferred drug tiers, and targeted programs—help control spend and improve adherence. BCBS also integrates pharmacy data to boost transparency and outcomes.
- Weigh provider access against the savings and quality gains from high-performance networks.
- Check directory stability and performance metrics for practical access in employee ZIP codes.
- Consider tiered designs to balance wide choice with value-driven care.
Whole-person benefits that help employees thrive
Whole-person benefits combine clinical care, prevention, and rewards to keep employees well and productive.
Behavioral health support
Employee assistance programs (EAPs) and broad clinician networks provide counseling, crisis resources, and fast referrals to in-network therapists.
Cigna’s digital tools and large behavioral clinician network expand access and remove barriers to timely support. Virtual behavioral care allows quick follow-up and continuity.
Wellness and rewards
Care management programs guide members with chronic or complex needs to the right care at the right time.
UnitedHealthcare Rewards and Blue365 offer incentives and discounts that encourage preventive actions and boost engagement with wellness programs.
Virtual care
24/7 virtual visits cover urgent and primary needs, reduce unnecessary ER use, and increase convenience for employees.
“When benefits meet convenience, adoption rises and outcomes follow.”
- Integrated behavioral and pharmacy support helps close care gaps and align treatments.
- Communicate these services clearly so employees know how to use them.
- Measure engagement and outcomes to refine programs and maximize value.
To compare plan-level whole-person features and enroll, compare group coverage and choose solutions that fit your team.
What drives cost—and how employers can manage it
Understanding what pushes premiums up or down helps employers make choices that balance costs with coverage quality.
Main premium drivers include plan type and funding model, network breadth, geographic rating area, employee age mix, and selected benefits. Each factor changes the overall cost and shapes claims experience.
Practical levers employers can use
- Employer contribution: funding 50%–100% affects take-up and budget impact; higher contributions boost enrollment but raise payroll costs.
- Network trade-offs: broad networks increase access; selective or high-performance networks can lower costs but limit provider choice.
- Plan funding: fully insured plans give predictable costs while level funded plans tie expenses to actual claims and may return surplus if claims are low.
- Tax treatment: premiums are generally tax deductible as a business expense, improving after-tax affordability.
- SHOP tax credit: eligible employers using the SHOP Marketplace can offset premiums by up to 50%, lowering net costs.
Focus on total cost of care—not just premiums—by reviewing utilization, out-of-pocket exposure, and quality outcomes. Use pharmacy integration, care management, and virtual care to reduce avoidable visits and improve results.
Conduct annual plan reviews using claims and engagement data to refine plan design and network strategy. Clear communication of benefits also steers employees to appropriate care and reduces unnecessary spend.
How to compare plans, get quotes, and enroll online
Finding the right group plan begins with structured comparison and simple steps to a final enrollment.
Start your comparison by using carrier research tools that present side‑by‑side plan features, prices, and network maps.
Use carrier tools to research and get recommendations
UnitedHealthcare’s Small Business Store streamlines research and delivers tailored recommendations based on location and employee census. Cigna and BCBS provide similar portals to review benefits, pharmacy integration, and network fit.
Request instant quotes and evaluate total cost of care
Prepare a basic census, ZIP codes, and desired employer contribution to get accurate quotes. Ask carriers to show estimated downstream costs using network performance and pharmacy data—not just monthly premiums.
Contact a licensed agent for personalized support
Schedule a short call to contact licensed agent support who will match plans to your team, explain trade‑offs, and guide enrollment timelines and required documents.
- Test provider access for key ZIP codes.
- Compare premiums, contribution strategy, and whole‑person benefits.
- Confirm post‑enrollment services like onboarding and employee education.
Compliance and eligibility essentials for small employers
Verify headcount, hours, and state rules early—these facts determine mandate exposure and tax-credit eligibility.
ACA threshold: Employers with fewer than 50 full-time employees are not required to offer insurance coverage under the ACA. Define full-time as 30 or more hours per week when you calculate eligibility and participation rules.
Eligible employers can use the SHOP Marketplace to access group health plans and may qualify for the Small Business Health Care Tax Credit. Employer contribution practices commonly range from 50% to 100% of plan costs to drive enrollment and meet carrier rules.
Market availability varies by state and carrier; UnitedHealthcare offers SHOP plans in eligible markets. Coordinate with your insurance company and a licensed professional to confirm participation thresholds, waiting periods, and required documentation.
- Document eligibility, waiting periods, and benefits clearly for employees.
- Confirm minimum participation rules with the carrier and state regulators.
- Review rules and carrier requirements annually and report enrollments on time.
Conclusion
Employers should use a clear, data-driven approach to pick coverage that serves teams and budgets.
Employers can trust major carriers for strong, reliable solutions: UnitedHealthcare’s Small Business Store and licensed support, Cigna’s integrated medical, pharmacy, and behavioral model, and BCBS’s nationwide reach and value. Align plan type and network strategy with whole-person programs to support employees and control total spend.
Weigh total cost of care, not just premiums. Prioritize employee experience—clear benefits, virtual care, and behavioral support—to improve outcomes and retention. Use carrier comparison tools with prepared census data and confirm fit with a licensed professional before you enroll.
Take the next step: request quotes, compare projected costs, and lock in coverage that delivers dependable access and quality services for your team.
FAQ
What plan structures are commonly available for employers?
Employers typically choose between fully insured plans, level-funded arrangements, and self-funded models. Fully insured plans transfer risk to the carrier and are simpler to administer. Level-funded blends predictable monthly payments with potential refunds for low claims. Self-funded lets employers pay actual claims directly and can lower costs for groups with healthier workforces, but it requires stop-loss coverage and stronger cash flow.
How do PPOs, narrow networks, and high-performance networks differ?
PPOs offer broader provider choice and out-of-network benefits at higher cost. Narrow networks limit provider options to drive lower premiums by steering care to select providers. High-performance networks focus on quality and value, using vetted clinicians and hospitals to improve outcomes and reduce total cost of care.
What enrollment paths can employers use to view and buy plans?
Employers can compare plans by state on carrier websites, enroll through the SHOP Marketplace if eligible, or request quotes directly from carriers like UnitedHealthcare, Cigna, or Blue Cross Blue Shield. Using a licensed agent speeds comparison, helps with plan matching, and supports enrollment and onboarding.
Which carriers should employers consider and why?
UnitedHealthcare offers extensive provider access and programs with upfront copays. Cigna integrates medical, pharmacy, and behavioral health with 24/7 support. Blue Cross Blue Shield plans often show strong local networks and can deliver lower total cost of care in many markets. Evaluate network breadth, pharmacy management, and value programs when choosing a carrier.
How does network access affect quality and cost?
Broader networks increase provider choice but usually raise premiums. Localized or high-performance networks narrow choices to providers with better outcomes and negotiated rates, which can lower total cost of care. Consider member needs, specialty access, and hospital affiliations when assessing networks.
What whole-person benefits are available to support employees?
Employers can add behavioral health support (EAPs, clinician networks, digital therapy), wellness and rewards programs (care management, employer incentives, loyalty discounts), and virtual care for urgent and primary needs. These programs improve access, boost retention, and help manage utilization.
What drives premium and overall plan cost?
Key drivers include plan type, network breadth, geographic location, employee ages and health status, and employer contribution levels. Pharmacy spend and specialty care also affect total cost of care. Employers can manage expenses through plan design, network selection, wellness programs, and cost-sharing strategies.
Are there tax benefits or credits for offering coverage?
Yes. Employer-paid premiums are generally tax-deductible as a business expense. Small employers may qualify for the Small Business Health Care Tax Credit via SHOP if they meet eligibility and contribution requirements. Consult a tax advisor for specifics and to maximize savings.
How can employers compare prices and estimate total cost of care?
Use carrier tools like UnitedHealthcare’s Small Business Store or Cigna’s employer resources to research and compare pricing and total cost metrics. Request instant quotes, review sample employee scenarios, and ask carriers for population-level cost estimates to make apples-to-apples comparisons.
When should a company contact a licensed agent?
Contact a licensed agent when you need personalized plan matching, guidance on compliance, help obtaining quotes from multiple carriers, or hands-on support during enrollment. Agents streamline plan selection, explain benefits like integrated pharmacy and behavioral health, and assist with renewals.
What compliance rules should employers know about eligibility?
Under the ACA, employers with fewer than 50 full-time equivalent employees aren’t subject to employer mandate penalties but can use SHOP and offer coverage voluntarily. Track full-time status, maintain fair contribution practices, and document eligibility and enrollment procedures to stay compliant.
How do integrated pharmacy solutions help manage costs?
Integrated pharmacy programs align drug management with clinical care to improve outcomes and reduce waste. They include formulary management, specialty drug programs, and site-of-care steering. Better pharmacy controls can significantly lower total spend and improve medication adherence.
Can virtual care replace in-person visits for my workforce?
Virtual care is excellent for urgent minor illnesses, routine primary care, and behavioral health check-ins. It increases access and convenience and often lowers cost per visit. However, in-person care remains essential for complex diagnostics, procedures, and certain chronic condition management.