How do I determine if my benefits are pre-tax or post-tax?

This is determined by determining if you have a Section 125 plan in place. 

A Section 125 plan, also known as a "cafeteria plan," is a type of employee benefits plan authorized under Section 125 of the Internal Revenue Code. 

Do you have a license agency in my state?

We are currently licensed in Arizona, California, Colorado, Florida, Georgia, Iowa, Indiana, Minnesota, New Jersey, New Mexico, Nevada, Ohio, Oregon, Tennessee, Texas, Utah, and Wisconsin. We are actively working on getting licensed in additional states.

Do I, as an employer, have to pay for employee benefits? 

As an employer, you are legally required to pay at least 50% of the medical benefits offered to your employees. However, for all other benefits provided, such as dental, vision, and retirement plans, participation and contributions can be voluntary. Employers are encouraged to consider competitive benefits packages to attract and retain talent, but beyond medical benefits, there is no legal obligation to cover additional costs.

For more detailed information on employer responsibilities regarding employee benefits, you can refer to the U.S. Department of Labor and the Society for Human Resource Management (SHRM):

• U.S. Department of Labor: Employer Responsibilities

• SHRM: Employer Health Insurance Responsibilities

What is the minimum number of employees required to offer benefits?

Employers can offer employee benefits with as few as two employees. Many insurance carriers provide options for small businesses, enabling them to establish benefit plans tailored to their workforce. This flexibility allows small employers to attract and retain talent while ensuring their employees have access to essential benefits.

It's essential to consult with specific insurance carriers, as the exact requirements may vary based on state regulations and the type of benefits offered. For further details, please reach out to us and we can answer your questions.