Small-scale businesses need health insurance. is a subject that is frequently debated. Although the majority of companies think it’s essential having health insurance there are those who feel that it’s costly and wastes cash and time. What are the advantages of having health insurance for small businesses? Mixx is created to be result-driven which means that the company is focused on the results and success of their customers. We’ll talk about the advantages and disadvantages of health insurance plans for small-scale businesses. We’ll also present you with a checklist of factors to take into consideration when choosing an insurance policy.
by naturalwellnesshealth_rvyfhcSeptember 16, 2022
Health Insurance for Small Business: Cost, Features & Providers
WRITTEN BY: Laura Handrick
PUBLISHED OCTOBER 26, 2022
Laura has more than two decades of expertise working in human resources and was HR director for Fortune 100 companies. Her expertise is highlighted across Fit Small Business in project management, recruitment HR operations, recruitment and HR-related content.
This piece is part of wider series of articles about Employee Benefits.
A variety of insurance companies manage small-sized business health insurance plans for owners and employees at low costs. Businesses with only one employee may be able to offer health insurance coverage like those offered by large companies. offer. Actually, the most effective health insurance for small-sized companies is usually offered through businesses that provide payroll and human resource services.
Small Business Health Insurance Requirements
If you own a company with less fifty employees offering health insurance to your employees is not required in all states, with the exception of Hawaii. There are numerous small business options for health insurance to draw new employees in addition to keep current employees content. We’ll help you offer small-business health insurance to employees, how much it will cost as well as how to increase your tax savings, and other best practices.
It is important to note that if employ more than fifty full-time workers (FTE) then you must comply with the Affordable Care Act (ACA) to provide health insurance and to submit evidence of this to the IRS every year.
Who Small Business Health Insurance Is Best For
Small-scale health insurance for businesses is ideal for small and professional firms that are looking to retain and attract the best talent. The availability of health insurance, even in a small company is a way to give yourself an advantage, as you’ll be able hire employees who might otherwise looked for a bigger company with more benefits.
Here are some examples of companies that might want to consider providing health insurance to employees:
Businesses with more than 50 FTE: Companies with fifty or more workers have be aware of the health insurance requirements of the Affordable Care Act in order to ensure health coverage.
Any professional company Lawyers accountants, lawyers, and technical personnel have a variety of employment choices. Benefits help to compete with other firms.
Companies in Hawaii have been subjected to a recent change, Hawaii now requires all employers regardless of size to provide health insurance.
S corporate (S-corp) shareholders small business owners who are part of an S-corp can be a part of any health insurance plan sponsored by the company. This is a great reason to provide it to employees as well.
Anyone who wants the best employees should offer health insurance. This can be a competitive advantage. It aids in attracting and keeping top-quality staff, in addition to cutting down on the rate of turnover.
What the ACA Requires
Companies with less then 50 full-time staff (FTEs) don’t have the obligation to offer health insurance to their employees. If your company employs at least 50 FTEs and you are a member of the ACA mandates that you provide health insurance to your staff or face a fine of of $2,000-$3,000 per employee each time you file your tax return.
The ACA mandates that companies with at least 50 FTEs to perform this three thing:
Offer a health plan with a qualifying health benefit to eligible employees as well as their families
Make sure that the health insurance will be affordable to employees
Complete the required IRS forms Each year
What Small Business Health Insurance Costs
The most expensive cost associated with offering health insurance is the cost that both you and your employees have to pay. You may also have to pay additional costs, such as software for managing benefits enrollment as well as training to help educate your employees about their health benefits options.
Here are some costs to be considered when you are offering health insurance to small-sized company employees:
Premiums for employees: Costs paid by insurance companies differ depending on the type of service selected and the size of the family, with some range from $600 to $1,500 per month.
Employer contributions: Employers usually contribute up to 50% to the amount that employees pay.
Software HR and other workplace management software cost between $6 and $12 per month per employee , to keep track of the people participating in the various plans and the amount they are paying for it.
Participation in the benefits program: Management of the Benefits program is an additional service offered by your HR service provider or payroll provider that is just a few dollars more per month for each employee. It allows you to manage the annual enrollment and give benefits to new employees.
Training: Some organizations provide employee benefits training for free. Some charge 500 or even more dollars for day course. Employers are also able to conduct this training on their own.
Health Insurance Portability and Accountability Act (HIPAA)-compliance: HIPAA requires that you keep medical data confidential. This implies secure filing systems and notices to employees. It’s a small cost.
There are a myriad of variables that impact healthcare costs, ranging from the type of healthcare offered and the amount of the family members of your employee. A chart by the Kaiser Foundation provides overall averages.
Average Annual Healthcare Costs
Source: Kaiser Foundation
Once you’ve selected the coverage type and the provider can you estimate the specific costs of healthcare for your company. Your costs are also influenced by the percentage of any, that you decide to–or must under the ACA contribute towards employee premiums.
Cost Varies by Type of Health Benefits You Provide
The kind of health insurance that you offer will impact the cost of your plan unless you’re providing a specific amount per month for each employee. Be aware that the cost of the cost of health insurance can vary widely from state to state. For instance, Alaska pays almost 76 percent more for premiums over New Mexico, which pays lower than the average for all states. Additional information on costs is available inside our piece on the cost of healthcare.
How to Provide Health Insurance to Employees
Health insurance plans and their prices differ so much from state to state, there’s not a single plan that we recommend for every business. What we can do is provide information about companies that offer your employees from small businesses with health insurance that is affordable and offer a glossary that explains what the various health jargons mean.
Disclaimer: Please be aware that this article provides general information only. So you should consult with your legal or HR professional prior to making any decisions regarding the type and amount of health insurance coverage to offer.
Below are the steps that will show how to offer employees with health insurance.
Determine Your Budget
It is important to figure out the amount of the health insurance costs you, as an employer, should contribute to cover their health insurance. Once you’ve established the amount you’re able to pay then you’ll be able discuss with providers and consider alternatives.
Employers usually provide health insurance through some of these methods:
The amount you contribute You can decide to pay a percentage of the monthly premium, which typically ranges between 50 and 100 percent:
Sometimes , with a limit for example, 50% 250 dollars per worker
A different option is to include a clause that applies just the employees, like 75 percent of the employee-only premium
Health insurance premiums are flat It may be better to give a fixed monthly amount for each employee to apply towards health insurance or HSA or FSA. (HSA or FSA) like $100 per employee
A fixed amount towards any benefit: In order to give employees the option to choose, you might decide to offer each one with the same amount for example, $500 per employee. This is money that they can put towards benefits for employees such as health insurance, 401(k), disability insurance, etc.
A set monthly amount is your ideal method since it’s simple to budget. Also, it is the most sensible regarding fairness to your employees. Some employees will utilize the whole amount to pay for their health insurance for their families, whereas others may want to buy different insurance.
Choose the Best Health Insurance Provider Type
Small-sized businesses have a variety of choices to select an organization to provide health insurance. They could choose working with a licensed local insurance broker or agent as well as a professional employer group (PEO) or online software providers as well as an organization like the Small Business Health Options Program (SHOP) marketplace.
This article explains the pros and pros and.
A PEO similar to ADP TotalSource, lets you outsource employee management tasks such as benefits for employees. They typically cost around 2 percent of your total payroll. The best part is that they can help other areas of the business , like HR and payroll , while also managing IRS taxes and tax compliance. However, you should be aware that your employees are co-employers and this could cause confusion for the two.
In addition an PEO that has a huge list of employees is able to buy more and has greater negotiation ability with health insurance companies than an individual employer. It may be cheaper overall to join the PEO since it is able to reduce your employer contribution costs. Here are the top PEOs for small-sized businesses.
An HR or Payroll Provider
Many payroll and HR software companies, including Gusto offer benefits for employees as an additional service that starts with a cost of between $6 and $8 per month for each employee. Certain companies act on their own as a benefits brokers while others manage group rates on behalf of you. The benefit of using the program is the fact that it allows the benefits enrollment process online through the self-service portal for employee benefits and costs usually lower than if had to employ the broker on your own.
A Health Insurance Broker
An insurance broker or agent will offer you rates for a variety of health insurance providers and could assist you to navigate the healthcare marketplace of the government and other healthcare marketplaces. Health insurance companies can charge extra for services such as helping your employees sign up each year, or tracking the deductions you have to manage. There is also the possibility of not wanting to pay commissions in addition to insurance company premiums.
The SHOP Marketplace
SHOP is the online marketplace of the government which employers can purchase healthcare insurance coverage for your small-sized company. Costs vary based on your state as well as the amount of company. Since it’s a government agency that is in compliance with the ACA, it will meet their requirements. However the system and customer service might not be as good as the private health insurance companies provide.
Unfortunately, there isn’t single answer to which health insurance option is the most suitable for all. The advantages and disadvantages differ by state, but the options and prices will be according to your precise geographical location, the plan you offer, as well as the amount you decide to pay to help those employees afford their health insurance.
Research Specific Health Insurance Providers
If you’re in a city that is a major one then you’ll have more access to a variety of brokers. If you’re in a town that is smaller it’s possible that you’ll be restricted to just one healthcare insurance provider. If that’s the case, looking for benefit providers online such as an HR service that is outsourced could offer more options as they offer benefits across multiple states within the United States.
We suggest researching an insurance company by following three different ways
Speak to small-business owners close to you Ask your fellow small-business owners what they utilize for their employee health insurance . Their suggestions can be extremely valuable.
Explore the web: Check out customer reviews online or read buyer’s guides similar to ours, which cover the best HR platforms , or the top software for HR Information System (HRIS) program.
Find SHOP broker: You may be able find local healthcare professionals who are experienced and can assist you in navigating the healthcare marketplace offered by the government.
Request Health Insurance Price Quotes
If you’ve got an idea of who you’d like to collaborate with, set up an the first meeting, or contact them to find out more about the advantages, products, and services they offer. For example can they provide savings or health reimbursement as well as insurance?
It is recommended to obtain an estimate of the cost from all four kinds of health insurance providers that are listed in the second step above. Why? because the insurance coverage is different according to state, and even city. Certain areas have a limited number of companies to choose from, driving prices up. In the same area in which there is a SHOP exchange is inexpensive the cost could be high to work with an insurer. The number of employees who take part in the exchange also influences the price.
You can easily evaluate your options for health insurance by using Zenefits. Zenefits has all the “must-have” medical benefits offered by more than 250 national insurance companies. View and filter plans side-by side by premiums, deductibles, and much more. Choose the plan you want to take as easy as buying air tickets.
Meet With & Evaluate Your Chosen Providers
Cost is just one aspect when choosing a company to handle employee healthcare coverage. Did you receive a prompt and pleasant response after receiving your estimate did you get a tough to sell? Did you need to wait for a week? Be aware this will be an important “wooing” period. If you’re not happy with the service provided to customers now it is likely that you won’t enjoy it when you have an issue that requires to solve. The same goes for your employees.
If you arrange meetings with brokers, or a PEO Account Manager, software vendor or SHOP agent , they will likely ask questions like:
Census How many employees are part-time or full-time? you have?
Participation rate How many people do you expect would be interested in signing up for health insurance for themselves as well as their families?
Contributions from employers: What will you be spending per employee? Do you plan to give any of your company funds to assist employees in purchasing insurance?
The information you provide will be used by the vendor in order to identify the best option for your company, which includes compliance with ACA if needed. The vendor will then cost out the various options and provide you with options.
Questions to Ask a Benefits Provider
If you visit the health insurance company or benefits provider it is important to inquire about their requirements to maximise the value you can get from the money you are able to spend. You should also ensure that any health coverage you choose to purchase is in compliance with any federal or state-specific requirements. Be ready to communicate your business objectives to sponsor employees with health insurance.
These are the areas to consider with each service to consider your options:
Cost What is the price per employee, which includes the cost of service and charges?
Support for customers. What type of support do you receive as the health plan’s administrator?
Support for employees: How much and what kind of assistance will they offer to your employees? Are they able to answer any questions regarding health insurance coverage?
Benefits enrollment: Can they assist you in managing open enrollment? Does the company have a website that allows employees to sign-up? Do they provide training to employees on the enrollment process?
Accessibility: Do you have a designated rep or do you have the impression that they’ll vanish when the contract is signed? What kind of support can you expect from the firm?
Website information Does the site have employees a portal to allow your employees to access their health information or request benefits cards re-ordered or are they on your behalf? Are they HIPAA-compliant?
Reliability: Do your have any online complaints about the business? Are the online reviews affecting you?
Types of healthcare insurance options Does the company provide all the kinds of insurance you wish to provide, including vision plans, health savings plans and dental, along with medical?
Documents: Can they help you organize all the documentation required, from plan summary descriptions, to open enrollment forms, and annual tax filings?
When you discuss your concerns and questions with your health care provider, they’ll usually help you find tax-deductible health insurance plans that will fit your budget. It can also assist them in understanding what you’re seeking in health insurance options for your small-scale company. This could lead them to provide plans or other options you’ve not thought of.
Sign Up With Your Provider of Choice
After you have signed to a service the representative will guide you through the setup process and guide you through the planning to communicate with employees. A lot of companies launch their new benefits at the beginning of the fiscal or calendar year in order to make record keeping and tax filing simpler.
Small Business Health Insurance Plans & Accounts
Whichever company you choose to work with to procure health insurance for your employees, your organization must have access to a variety of kinds of health insurance plans as well as a wide range of insurance companies that offer the plans. Each type of plan provides distinct coverage, and some are more convenient for employees to utilize, however some are not ACA-compliant.
Common Types of Healthcare Insurance Plans
There are four major kinds that health insurance policies are available Health maintenance organisations (HMO) as well as high-deductible health insurance plans (HDHP) and Point of Service Plans (POS) as well as preferred provider organisations (PPO). There are savings plans as well as combinations to think about.
The company you choose will assist you in determining the most suitable insurance plan for your business depending on how much you can afford, amount of FTEs and the different stages of life for your employees. For instance, employees who are older might want to stick with the same medical company however younger employees may be more inclined to change to reduce copays.
Here’s more information about each of the four types of health insurance plans.
The term “HMO” refers to the fact that an HMO can be described as an insurance policy which restricts where an individual is able to receive medical treatment. The provider that the patient is using for medical needs must be in the network to allow the employee benefits. Some employees may require to refer them to specialists, such as an orthopedic physician. Once they locate an authorized doctor, the copays are minimal or even free. HMO plans could have the lowest cost for premiums.
A HDHP is a health plan with high out-of pocket costs (high deductible). It’s usually combined with tax-free savings options like an HSA. This kind of plan provides lower prices as compared to a traditional POS PPO. One of the advantages is that it’s simple to use and the user can have their own physician.
An POS can be described as a type of health insurance plan that allows your employees the choice of doctors. This kind of plan permits employees who are insured to go to an in-network physician or obtain an initial referral prior to treatment. POS plans come with reasonable costs they offer adequate coverage and are less expensive as compared to an HMO. The employee may face expenses out of pocket, like copays and/or deductibles.
A PPO is an insurance plan for health that has an extensive network. PPOs have a broad selection of physicians and referrals are not needed. This kind of plan will come with the highest cost, but the greatest coverage. It’s also simple for employees to access. Similar to POS systems it is still possible for the insured to be required to pay a copay, deductible or both, depending on the type of treatment.
Add-on Healthcare Savings Options
The savings plans listed below aren’t traditional health insurance plans, like the ones listed above. They do not comply with ACA requirements on their own. Instead, they’re health benefit savings accounts with value that allow employees to access the money they earn before tax to pay for their medical expenses.
Employers typically offer these plans together with the health plans that are traditional as mentioned above. Every account, except an HSA could be provided as an alternative when you have less than 50 employees and cannot pay for or provide the traditional insurance.
A FSA offers tax advantages through an employer-sponsored savings account. It’s a pretax saving account which employees are able to make use of to pay medical expenses. This is a great option for companies with less than 50 employees, but wish to allow employees to utilize pretax funds to cover healthcare expenses. A FSA can be owned and managed by an employer and the funds of the employee’s FSA do not carry over from year to year. It’s an “use it , or you lose the benefit” benefit.
An HSA is a different kind of health savings account that is pretax It’s only available in conjunction by an HDHP. It’s similar to the 401K, but for health savings. The employee is able to contribute the option of an (optional) employee match. The employee is then able to make use of the FSA funds to cover healthcare expenses and deductibles. The HSA is owned by the employee, and remain in their account even after they switch jobs.
Health Reimbursement Account (HRA)
A HRA is an employer-funded , maintained and managed account that permits employees to get reimbursed for medical expenses provided they can provide valid receipts. An HRA is an excellent option when it’s managed through an external broker, or HIPAA-certified HR manager. This will prevent you or your supervisors from accessing otherwise confidential health data of your employees.
Combining Plan Offerings
When you’ve figured through your spending plan with your selected healthcare provider, you’ll have the option of narrowing down the types of health plans to provide employees. It’s good to mix plans and offer your employees a variety of options. Think about asking your team members which types of plans or combinations are most useful for them.
One example is that a couple of choices for health insurance combinations could include:
The combination HSA and HDHP The health insurance combo is best when you aren’t able to pay for the health insurance premiums of your employees. HDHP insurance premiums are less than other types of health plans. The HSA can help your employees save tax-free money to offset copays and deductibles.
A PPO or HMO Two great options to consider if you have an employee base that spans multiple generations. This gives employees the option of choosing about the insurance they’d like and the amount they want to pay. Check out our article about HMO and PPO to know more about.
An PPO, HMO A PPO, HMO and FSA An FSA is a good value-add that you can offer to your employees. FSA savings are the pretax money you put in the account of employees for them to use every year. They are able to deduct their expenses out of pocket. Also, the excess of $500 left in the account at the end of the year returns to the employer, you.
A HDHP HMO, POS or HMO PPO, employers who wish to maximize their benefits could offer a range of choices to suit the budgets of employees and family requirements. A PEO such as ADP TotalSource is your best choice because it has the ability to bargain lower group rates for all kinds of insurance plans because of its power through numbers.
Naturally employees can choose to buy a number health insurance plans for themselves by using an exchange like the SHOP exchange or through a private health insurance provider however, it’s usually prohibitive. In offering health plans within your business can make it cheaper for employees. As the employer, will be able to enroll in any health plan you offer to employees.
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Pros & Cons of Providing Health Insurance to Your Employees
If you’re only looking at the price that health insurance covers, you could not be able to appreciate the benefits with regard to higher-quality employees who remain longer. Additionally, those with healthcare insurance tend to be less likely leave work, and are less worried about how they will take care of their health issues. This can lead to improved performance at work and lower absenteeism.
Pros of Providing Small Business Health Insurance
Here are a few great benefits of providing health insurance for your employees from a small business:
Savings on taxes: The money you contribute towards employee benefits is tax deductible. Because employees utilize tax-free dollars to pay their costs, your tax on wages will be less.
Tax credits: If you might be qualified for a small-business tax credit for healthcare up at 50% cost of your healthcare.
Employers who hire you will have a better chance of at attracting top talent for any job opening when they know that your business offers health insurance.
Employee retention employees will be less likely to leave their jobs to find jobs that offer health insurance. Plus they will not want to quit and drop their insurance.
Branding your employment: Your brand’s reputation will improve when employees write in company reviews online that you are taking care of your employees with benefits.
The ACA compliance requirement: You’ll be able to comply to federal law when you’ve reached the 50th percentile of FTE.
Take care of yourself and your health When you provide health insurance to employees, you may have the option of buying insurance for yourself and dependents who are eligible.
Cons of Providing Small Business Health Insurance
Here are some negatives to be aware of prior to offering health insurance for small businesses:
Documentation: It is essential to maintain a record of all new employees and their terms, as well as enrollment of benefits, summaries of documents, as well as deductions from your payroll. Software providers can aid.
Open enrollment for the year: Employers are required to re-enroll employees on benefits plans every year. This usually requires education, training, and the paperwork for administration of benefits.
COBRA expense for employees with a term Based what the total size of the company (for example, 20 employees) and above, you’ll have to provide all employees who are termed with extended coverage. This article will provide more information about COBRA. Consolidated Omnibus Budget Reconciliation Act (COBRA).
Compliance with HIPAA Your staff and you could be exposed to sensitive health information you’ll have to safeguard. This article will provide more information about HIPAA.
Tax filings: In the ACA tax law, you must submit to the IRS with the annual benefits enrollment reports within the beginning of the calendar year.
Alternatives to Providing Small Business Health Insurance
If your business attains the minimum of 50 FTEs then the ACA requires you to offer health insurance for all employees, and not just in the first year. There are other options for smaller companies to think about including health savings accounts as an alternative or outsourcing a portion of staffing requirements.
These are alternative options to provide small-business health insurance.
Provide a health savings account instead of medical insurance If you’re unable to pay for employee premiums for health insurance, perhaps you can assist employees to utilize pretax dollars to cover the health coverage they have, by creating an FSA.
Other perks can be offered in lieu of medical and health benefits: A lot of small businesses are creative and offer inexpensive perks for their employees. Here are some suggestions for great workplace perks you can offer.
Hire temporary staff Temporary agencies rent employees to your company while providing the employee’s mandatory health insurance. The same way, a virtual assistant (VA) firm offers workers to complete work for your business. In both cases you’re not the company’s employer and do not have to offer health insurance.
Find freelance contractors Independent contractors pay for their own insurance and the taxes they pay themselves. Here are the best sites to find freelancers. Be aware that IRS has strict guidelines for determining the distinction in between the two, an employer and contractors, so make certain that your freelancers are in compliance with the rules of classification.
Frequently Asked Questions (FAQs) About Small Business Health Insurance
We’ve got the answers to a few of the most frequent questions you might have regarding providing health insurance to employees. Additionally, we’ve developed our own glossary of terms used in health insurance that which you can download to help know how small-business health insurance functions.
Where can I get more information about Healthcare that is compliant with the ACA?
To get a thorough guide to the ACA which governs how companies offer health insurance, check out the U.S. Department of Labor (DOL) guide. The IRS offers a more straightforward guide for those who want to know the basics.
Are I obliged to pay for health insurance if I provide it?
Employers aren’t required by law to provide health insurance. However, employers who choose to offer small-sized business healthcare insurance, regardless the company’s size, should provide the insurance at a price that’s affordable. That means the cost is not more than 9.5 percent of the employees’ salary. Employers who do not offer affordable insurance can be penalized.
Are tax credits available to provide my employees with health insurance?
In some instances you may be eligible for tax credits for offering employees health insurance. For instance, if you buy healthcare insurance from SHOP and you pay at minimum 50% of costs and your employees earn less than $53,000 a year and you are eligible to receive an tax credit that is 50 percent of the employer’s contribution. It is possible to speak with your tax adviser about this , and other methods to reduce taxes.
What is the best way for an PEO assist me with employee health insurance?
A co-employer or professional employer organisation can make the administration of your benefits more efficient by offering tools and an employee portal that help manage enrollment and benefits. Furthermore the fact that an PEO can negotiate with big companies and can therefore offer your employees lower prices and more benefit choices. This is a win-win for you for those who want to eliminate the HR admin off your hands since they manage the tax and payroll of employees also.
Are there tools available to assist employees to decide what they want from their health?
Your employees can use an online calculator developed through the Kaiser Family Foundation to help those who don’t have health insurance calculate the amount of medical insurance that could cost if they were to buy the coverage on their own from the market. This can be helpful in the event that you decide to provide the health insurance FSA to employees, as they will are aware of the amount they can be contributing to the fund.
Why should I not work directly with an insurance company?
Being directly connected to an insurance provider is not an option that is affordable for small-sized businesses because of having only a few employees. But, if you’re working with brokers, PEO, HR/payroll software or SHOP agent, you’ll most likely be able to secure insurance from one of the major insurers such as Blue Cross Blue Shield, Aetna and United Healthcare at an affordable group cost.
What do I do with new employees? Do I have to offer insurance immediately?
In the ACA If you provide health insurance for your employees, you have to provide the insurance to all employees who are eligible within 90 days from their date of employment. Even small businesses with less than 50 employees are required to offer insurance to new employees within 90 days of the date they provide it to their other employees.
Are there any state laws other than the ACA that regulate the health care system?
States may expand upon the ACA and impose additional conditions for health insurance. In addition to Hawaii is now requiring employers to offer medical insurance coverage, the sole distinction is that certain states require specific coverages like contraceptives to be part of their health plans. Other states require employers with less than 20 employees to provide COBRA. Here’s an article about the federal and state laws on labor to help you understand.
Other than the healthcare insurance, what other benefits do I have to offer my employees?
The majority of small-sized businesses in the U.S. must have unemployment and workers compensation insurance. The states of five require that employers offer disability insurance, too: California, Hawaii, New Jersey, New York as well as Rhode Island. Learn more about the state-specific small business insurance requirements at the Small Business Administration (SBA) website.
Common Health Insurance Terms Defined
Offering small-business health insurance for your employees is required by ACA for businesses with 50 full-time workers or less. The health insurance plan is the top employee benefit that employees want. It’s an excellent incentive for your employees. This guide should help you determine the best way to offer health insurance benefits, and perhaps gain an employer-sponsored tax credit as well.