The following are excerpts from our free eBooks, The Comprehensive Guide to the Small Business HRA and the Small Business Health Insurance Reimbursement 2017 Annual Report. You can download these resources by clicking here and here.
The following is an extract from our free eBook, The Comprehensive Guide to the Small Business HRA. Click here to download the full eBook, which will guide you through everything you need to know to start offering reimbursement benefits.
It’s no secret that health insurance is a complicated subject. From deciphering information in benefits statements to sorting out which services and providers are covered, confusion and frustration are common themes among employees.
Despite the political climate, premium tax credits (sometimes called subsidies) are still available to individuals who don’t receive health insurance through their company or a federal program like Medicaid or Medicare.
The passage of the 21st Cures Act in December 2016 created a new health benefit option for small businesses—the Small Business Health Reimbursement Arrangement (HRA). Although this is a win for small businesses, it can also be a source of confusion.
As we’ve discussed before, businesses with fewer than 50 employees have several choices when it comes to health insurance options for small groups. According to an infographic and information from Discovery Benefits, health savings accounts (HSAs) emerge as a clear winner for small business health insurance. As the infographic shows, HSAs offer numerous benefits for both businesses and employees.
A common question among small business owners is whether they can offer employees a stipend to help pay for the cost of individual health insurance. Business owners also wonder if a health insurance stipend is a better choice compared to other options, such as a Health Reimbursement Arrangement (HRA) like the Small Business HRA.
In today’s marketplace, many people get their health insurance coverage from a spouse’s benefits plan; however, a growing number of married couples maintain separate individual health insurance coverage.
According to a recent report by Glassdoor, employees and would-be employees have an edge in today’s job market, with 90 percent of recruiters surveyed saying it’s a candidate-driven market. The report also reveals important points for businesses looking to hire and keep the most qualified workers. In today’s candidate-driven environment, companies need to prioritize employee retention. Employee benefits and employee engagement is a big part of that.
Disclaimer: The information provided on this website is general in nature and does not apply to any specific U.S. state except where noted. Health insurance regulations differ in each state. See a licensed agent for detailed information on your state. Zane Benefits, Inc. does not sell health insurance.