As we network here in Wichita and Tulsa, where our offices are, with various small businesses and talk to them about the idea of doing health insurance for their employees, oftentimes we run across businesses that have three, four, five employees and they say, Jason, we just feel like we're not large enough to be able to offer health insurance benefits because we've shopped there and realize it's either really unaffordable or the rates are incredibly unstable and so they feel stuck.
As we network here in Wichita and Tulsa, where our offices are, with various small businesses and talk to them about the idea of doing health insurance for their employees, oftentimes we run across businesses that have three, four, five employees and they say, Jason, we just feel like we're not large enough to be able to offer health insurance benefits because we've shopped there and realize it's either really unaffordable or the rates are incredibly unstable and so they feel stuck. They feel like there's no solution for them to help them keep and retain quality employees. But the truth of the matter is, there actually is a way for a smaller company with three, four, five, eight employees to actually offer a sustainable long-term benefit to each of their employees that helps them keep and retain those employees long-term. But the answer is not through a traditional group health insurance model, but rather by providing a stipend to those employees to be able to purchase health insurance privately on their own.
When a company does that, there's some really cool things that happen. First of all, that employer can pick the number that he wants to help spend for each employee. That employee may get $200 a month or $300 a month or $150 a month. Whatever that number is, it is a set stationary number that the employer can rely on month after month, year after year, so they're not held hostage to the quick increases that happen sometimes in a group health insurance policy.
For the employee, they are now empowered to purchase the plan with the company that fits in the best. Maybe it's a Blue Cross plan, maybe it's a private plan with UnitedHealthcare or Aetna, or maybe it's a Christian sharing program or a combination of direct primary care, ancillary coverage and an ACA plan. But whatever the case, that employee now has the ability to use that money to buy the plan that fits them the best. So it gives you the best of both worlds, both as an employer who can pick a number he wants to spend and also for the employee who can now pick the plan that works the best for him or her and their family.
So if you feel like you're too small to offer health insurance benefits to your employees, think again. There might be a very, very creative solution that both you win and your employees win.
If you feel like you're too small to offer health insurance benefits to your employees, think again. There might be a very, very creative solution that both you win and your employees win.
The answer is not through a traditional group health insurance model, but rather by providing a stipend to those employees to be able to purchase health insurance privately on their own.
The employer can pick the number that he wants to help spend for each employee, which is a set stationary number that they can rely on month after month, year after year, so they're not held hostage to the quick increases that happen sometimes in a group health insurance policy.
The employee is now empowered to purchase the plan with the company that fits in the best, whether it's a Blue Cross plan, a private plan with UnitedHealthcare or Aetna, or maybe a Christian sharing program.
Talk to a real person.