Notes from our expert team.

Employee benefits brokers are typically compensated through carrier commissions or flat fees, which can influence plan costs and the levels of service they provide. Understanding how brokers get paid and ensuring transparency in their compensation can help employers make more informed decisions.

The HR team of a small business is overwhelmed at best and overextended at worst – and that’s where your broker should step in. Your employee benefits broker can (and should) take on tasks like answering day-to-day questions, compliance support, finding opportunities to save money, employee support, and more.

Here’s your step-by-step guide to building an employee benefits offering at a small business – from finding a broker to determining which benefits to offer, and choosing the right carrier or plan for your team’s needs.

Small business benefits management can be a daunting task, especially for small HR teams with limited staff and resources. Here are 5 common pitfalls among small businesses when it comes to benefits management (and how to avoid them).

Finding a small business employee benefits broker can be a daunting task. We break the process down into five easy-to-follow steps: defining your business’s goals and needs, making a list of potential candidates with small business experience, running an RFP process, getting recommendations from other small businesses, and finding a broker who’ll be committed year-round.

Being on a budget doesn’t mean you need to sacrifice the quality of your small business employee benefits – especially if you’re working with a great benefits broker. We’re here to guide you through the best practices needed to build or improve your benefits offerings, so you can take care of your employees without breaking the bank.

The Consolidated Appropriations Act (CAA) reveals the commissions, fees, and non-cash compensation that has historically been kept under wraps by benefits brokers. Our experts offer a brief overview of what the CAA means for employers, how this changes healthcare benefits, and steps to take to avoid a lawsuit.

As more states enact pay transparency laws, employees now have unprecedented access to wage data. To keep your employees engaged and satisfied while preventing compensation FOMO, employers should commit to marketing their total rewards – which means compensation as well as benefits. Here’s how your employer can market your benefits to current employees.

2023 will be a demanding year full of twists and turns. That means HR will need more support from their broker than ever. Here are some must-have services your broker should provide in 2023.

When building their benefits package, small to midsize businesses have to strike a balance between staying in budget and offering competitive plans. Small business leaders, here’s your guide to which benefits are typically offered by similar businesses, and how to create a great benefits offering for your employees.

In the midst of an economic downturn, wise employers are taking steps to build sustainability into their employee benefits offering. Here are three practices that small to midsize employers should start now to maintain the value of their total rewards through a recession.

We predict that 2023 may be just as unpredictable as the last few years. Here are some telltale signs that HR is prepared to expect the unexpected — from making a business case for benefits, to building a relationship with the benefits broker, to remaining flexible in the face of change.