Employee Benefits
Benefits Packages That Help You
Attract, Retain & Take Care of
Your Team
From group medical and dental to voluntary benefits and benefits administration, we help employers of all sizes design competitive benefits programs — without the headaches. Independent advisors. Multiple carriers. Ongoing support.
Your benefits package is a key part of your compensation strategy.
In today's competitive hiring environment, a strong employee benefits package isn't optional — it's expected. The right combination of group health insurance, dental, vision, life, and disability coverage signals to employees that you're invested in their wellbeing.
As an independent employee benefits broker, we work with dozens of carriers to find the right fit for your workforce — not just the easiest option for us. We handle the research, the enrollment, and the ongoing service so you can focus on running your business.
Core Employee Benefits
The foundation of any competitive benefits program — medical, dental, vision, and life coverage that employees expect and value.
Group Medical Insurance
The cornerstone of any benefits package. We compare HMO, PPO, and HDHP options across all major carriers to find the right balance of coverage, network, and cost.
- HMO, PPO, EPO, and HDHP plans
- National and regional carrier options
- Employee contribution structure guidance
- ACA compliance for applicable large employers
- Renewal benchmarking year over year
Group Dental Insurance
Consistently one of the most valued benefits by employees. We offer group dental plans covering preventive, basic, and major services with optional orthodontic riders.
- Preventive, basic & major coverage tiers
- In- and out-of-network flexibility
- Orthodontic coverage available
- Bundled group and voluntary options
Group Vision Insurance
Affordable group vision coverage for routine eye exams, frames, lenses, and contacts. Often bundled with dental to create a clean, easy-to-administer offering.
- Annual eye exam coverage
- Frames and lens allowances
- Contact lens benefits
- VSP, EyeMed, and other major networks
Group Life & AD&D Insurance
One of the most cost-effective benefits you can offer. Most plans are employer-paid and provide a flat or salary-multiple benefit — giving employees meaningful baseline protection.
- Employer-paid group life ($10K–$50K and up)
- Salary multiple options (1x, 2x annual salary)
- Accidental Death & Dismemberment (AD&D)
- Dependent life coverage available
Short & Long-Term Disability
Income protection if an employee becomes unable to work due to illness or injury. STD bridges the first weeks or months; LTD protects against extended or permanent disability.
- Short-term disability (STD) — 60–70% income replacement
- Long-term disability (LTD) — benefits to 65
- Employer-paid and contributory plan designs
- Own-occupation and any-occupation definitions
Telemedicine & Wellness
Virtual care access and wellness benefits that employees actually use — reducing absenteeism and supplementing traditional health coverage at a low cost to the employer.
- 24/7 virtual physician access
- Mental health telehealth options
- Employee Assistance Programs (EAP)
- Wellness incentive program integration
Voluntary & Supplemental Benefits
Employee-funded coverages offered through payroll deduction — at no direct cost to the employer, but enormous value to employees who want more protection.
Voluntary Life Insurance
Employees can purchase additional life insurance — for themselves, their spouse, and children — through a group platform at rates below the individual market.
- Employee, spouse & child coverage options
- Guaranteed issue amounts at initial enrollment
- Portable coverage when employees leave
Critical Illness & Cancer
Lump-sum cash benefits paid directly to the employee upon diagnosis of a covered condition — fills the out-of-pocket gaps that health insurance leaves behind.
- Cancer coverage — all stages
- Heart attack, stroke, and organ failure
- Lump-sum cash benefit — use it however needed
Hospital Indemnity & Accident
Fixed cash benefits for hospital stays and covered accidents — particularly valuable for employees on HDHPs who face higher out-of-pocket costs.
- Per-day hospital confinement benefits
- Accident-related injury benefits
- Pairs perfectly with high-deductible health plans
Voluntary Disability
Employees can supplement employer-provided disability coverage or obtain coverage where the employer doesn't offer it.
- Voluntary STD and LTD options
- Portable coverage designs
- Individual long-term disability available
Voluntary Dental & Vision
For employers who can't fund dental and vision as employer-paid benefits, voluntary options let employees elect coverage themselves at group rates.
- Employee-paid at group rates
- No cost to the employer
- Administered alongside core benefits
Benefits Administration
Section 125 cafeteria plans, FSA, HRA, HSA, COBRA administration, and ACA compliance support to help employers manage benefits correctly.
- Section 125 / Cafeteria plan design
- FSA, HRA & HSA setup
- COBRA administration
- ACA compliance & 1094/1095-C support
We Work with Employers of All Sizes
Benefits strategy looks different depending on your headcount. Here's how we approach each.
Small Business
2—49 employees- Small group medical plan options
- Level-funded and self-funded alternatives
- QSEHRA / ICHRA (HRA alternatives to group plans)
- Voluntary-only packages for budget-conscious employers
- Guidance on ACA coverage requirements
- Simple enrollment — we handle the paperwork
Mid-Market
50—250 employees- Fully-insured and level-funded plan design
- Benchmarking against industry peers
- Voluntary benefit layering strategy
- ACA Applicable Large Employer compliance
- Section 125, FSA, HRA, and HSA setup
- Carrier RFP and negotiation support
Large Employer
250+ employees- Self-funded and partially self-funded plan analysis
- Stop-loss insurance placement
- Multi-carrier benefits strategy
- PBM analysis and pharmacy cost management
- Benefits technology and enrollment platform
- Executive benefits and supplemental carve-outs
How We Work With You
From first conversation to ongoing renewal management, here's what working with a Your Policy benefits advisor looks like.
Discovery
We learn about your workforce, current benefits, budget, and goals.
Market Analysis
We go to market across multiple carriers and plan types with a clear comparison.
Plan Design
We help you structure the right combination of employer-paid and voluntary benefits.
Enrollment
We run open enrollment — meetings, materials, carrier coordination, and setup.
Ongoing Service
We're your year-round benefits partner — claims, billing, renewal strategy.
Why choose Your Policy as your benefits broker?
Truly Independent
We're not captive to any one carrier. We compare across all major insurers and find the plan that's actually best for your employees.
Full-Service Support
We don't disappear after the sale. We're here for claims escalations, billing issues, open enrollment, and renewals every year.
Compliance Expertise
ACA, ERISA, COBRA, Section 125 — we stay current on compliance requirements so your HR team doesn't have to become benefits lawyers.
Cost Management
We look for ways to maximize benefits value without maximizing your costs — from contribution strategy to plan design to alternative funding.
Employee Benefits FAQs
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Most carriers offer small group plans starting at 2 employees. Under the ACA, you're only required to offer coverage if you have 50 or more full-time equivalent employees — but many smaller businesses choose to offer it anyway to compete for talent. We can help you evaluate whether group coverage makes sense for your size and budget, and explore alternatives like QSEHRA or ICHRA if traditional group coverage isn't the right fit.
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With a fully-insured plan, you pay a fixed monthly premium to the carrier and they assume all the risk. With a self-funded (or level-funded) plan, you pay employees' actual claims up to a certain amount, with stop-loss insurance protecting against catastrophic claims. Self-funded plans offer more transparency and cost-saving potential — typically for employers with 50+ employees and a relatively healthy workforce.
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A Section 125 cafeteria plan allows employees to pay for eligible benefits — like health insurance premiums and FSA contributions — on a pre-tax basis. This reduces both the employee's taxable income and the employer's payroll tax liability. Any employer that offers benefits and wants employees to pay premiums pre-tax should have a Section 125 plan document in place. We help set them up correctly.
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Voluntary benefits are employee-paid coverages offered through the workplace via payroll deduction. The employer typically pays nothing beyond the administrative cost of setting them up — which we handle. Employees get access to group rates they couldn't get on their own, and you get to offer a richer benefits package without increasing your costs.
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If you have 20 or more employees and offer group health insurance, you're generally subject to COBRA — which requires you to offer continuation coverage to employees and dependents who lose coverage due to a qualifying event. You must send proper notices, manage elections, and collect premiums. Non-compliance carries significant penalties. We can help you set up proper COBRA administration.
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At minimum, annually at renewal — but a good benefits broker proactively reaches out 90–120 days before your renewal date with benchmark data and carrier options. We also recommend a mid-year check-in to review claims experience, address employee feedback, and assess whether your benefits are still competitive. The market changes every year, and so does your workforce.
Ready to build a benefits program your employees will actually value?
Whether you're setting up benefits for the first time, switching brokers, or looking for a second opinion — we're ready to help. Start with a no-cost benefits review.