Most carriers require a minimum of 2 eligible full-time employees to qualify for a group health plan. Some states have slightly different requirements. Part-time staff and contractors may be included depending on the carrier. We'll assess your exact eligibility based on your team structure — at no cost and no obligation.

Absolutely. Even with 2–5 employees, offering group coverage can make a real difference in attracting and retaining quality people — and it signals to your team that you genuinely care about their wellbeing. Small group plans often come with employer tax deductions too, which can offset more of the cost than you'd expect. We'll show you the real numbers in plain language.

Cost depends on your team's ages, location, coverage tier, and how much of the premium you as the employer choose to contribute. We compare 40+ A+ rated carriers to find the best value for your specific census. You won't know your real number until we run it — and that review is completely free.

A Section 125 cafeteria plan is an IRS-approved arrangement that lets employees pay their share of insurance premiums with pre-tax dollars. This lowers their taxable income and reduces your payroll tax burden as the employer. For most small businesses, setting one up is a straightforward win. Hopkins Financial assists with Section 125 document preparation and coordinates with your payroll provider.

An ICHRA — Individual Coverage Health Reimbursement Arrangement — is one of the most flexible and cost-effective benefits tools available to small businesses today. Instead of sponsoring a group health plan, you set a monthly dollar amount and reimburse employees tax-free for individual health insurance premiums they choose on their own. This gives employees the freedom to pick a plan that fits their family, while giving you full control over your benefits budget with no surprises. ICHRAs have no minimum or maximum contribution requirements, work for businesses of any size, and can be offered alongside other benefits. For many small businesses and ministries, an ICHRA is a smarter, simpler alternative to traditional group coverage — and it's one of the options we'll walk you through during your free consultation.

It depends on the type of benefit. For traditional group health plans, most carriers require a minimum employer contribution — typically 50% of the employee-only premium. However, many voluntary benefit carriers — covering things like dental, vision, accident, critical illness, and life insurance — require zero employer contribution. Employees elect and pay for these benefits entirely through payroll deduction, at group rates they couldn't access on their own. This makes voluntary benefits an excellent way to enhance your package without adding cost to your budget. We'll help you design a contribution strategy that reflects your priorities and your financial reality.

We design comprehensive, integrated benefits packages that can include: group health insurance (PPO, HMO, HDHP, and HSA-compatible plans), dental and vision, life and disability coverage, and ancillary benefits like accident, critical illness, and hospital indemnity. You choose what makes sense for your team — we handle the design and enrollment.

It depends on the plan type. PPO plans offer the most flexibility — employees can generally see any provider in or out of network. HMO plans require staying in-network but often come with lower premiums. We always verify provider availability for your team's zip codes before recommending a plan, so there are no surprises after enrollment.

It's straightforward. First, we schedule a free 30-minute consultation to understand your organization, your team, and — most importantly — your priorities. Whether that's keeping costs as low as possible, maximizing coverage richness, protecting a specific provider network, or some combination, we recommend what aligns with what matters most to you — not what's easiest to sell. Then we gather a simple census (names, ages, zip codes) and run a market comparison across 40+ carriers. We present your options clearly, in plain language, and you decide. Once you choose, we handle enrollment and stay available for any questions your employees have along the way.

In most cases, no. We carefully manage the transition timeline to ensure no gaps in coverage for your team. We coordinate with your outgoing carrier and incoming provider, communicate clearly with your staff, and make sure everyone knows exactly when coverage begins. Transitions are one of our specialties.

Yes — and this is one of the areas where we add the most value. We've helped numerous businesses identify strategic combinations of plan types, contribution structures, and tax-advantaged tools that significantly reduce what both the employer and employees pay. The right structure can lower your payroll tax burden, increase employees' take-home pay, and improve coverage — all at the same time. Common strategies include pairing a Section 125 plan with the right group health plan, layering voluntary benefits that cost the employer nothing, or transitioning to an ICHRA when it produces better outcomes for everyone. Every business is different, which is why we start by understanding your specific situation before making any recommendations.

A portion of the revenue from every group benefits relationship is directed toward vetted, Christ-centered ministry partners — supporting church plants, local outreach, and missions. When you improve benefits for your team, you're also helping fund Kingdom work. We report back on impact regularly so you can celebrate what God is doing through your everyday financial decisions. Your benefits plan becomes part of your ministry strategy.