Benefits your employees value. Strategies that help you compete.
Attract and retain top talent with creative, cost-conscious solutions that go beyond the traditional broker approach — for Washington employers with 2 to 150 employees.
Expert advice. Tailored solutions. Better benefits.
Three lines of coverage, one point of contact.
Most employers come to us for group medical and find out they were leaving the rest on the table.
Employee Benefits
Group medical, dental, vision, life and disability, level-funded plans and voluntary coverage for your team.
Explore benefits →02Business Services
COBRA administration, ACA compliance, HRA and HSA setup, and an enrollment platform at no additional cost.
Explore services →03Life Insurance
Term, whole life, final expense and key person coverage for owners, partners and their families.
Explore life →The four things employers tell us.
None of these are dealbreakers. They are just the reasons benefits get put off another year.
“We can’t afford benefits.”
That is exactly the conversation worth having. There are ways to provide basic coverage at low cost, and voluntary benefits that can cost the company nothing while reducing FICA tax. The review is free, so finding out costs you an hour.
“We’re happy with our current broker.”
Good — plenty of employers are not. The common complaints are renewal rates that land days before the deadline, no enrollment platform, no employee education, and all the paperwork left with HR. If none of that sounds familiar, keep them.
“Switching sounds disruptive.”
Switching brokers does not change your plan, your carrier, or your employees’ cards. We notify the prior broker and the carriers, and we run the employee education and enrollment. In most cases your team notices nothing except better answers to their questions.
“Level-funded sounds risky.”
It is not right for every business. Where a group qualifies, stop-loss coverage caps the downside, rates stay fixed through the plan year, and unused claims funding can come back at year end. See how level-funded plans work.
A benefits review, start to finish.
Four steps, in this order. Most groups are through the first three inside of a few weeks.
Discovery
We look at your current plan, your census and demographics, your budget, and what your employees have actually been asking for.
Market shop
We quote across Washington carriers and bring back real comparisons, including level-funded and voluntary options that often go unmentioned.
Education & enrollment
We present to your team in person, by phone or online, answer their questions directly, and run enrollment. HR does not inherit the paperwork.
Year-round service
Claims questions, ID cards, new hires, terminations, compliance dates. You get a licensed contact all year, not a renewal email.
Where the savings usually are.
Level-funded health plans
A middle path between fully insured and self-funded. Qualifying groups pay a fixed monthly amount, stop-loss coverage caps the downside, rates hold steady through the plan year, and unused claims funding can be refunded. Not right for every group — we will tell you if it is not right for yours.
Voluntary benefits
Accident, critical illness, hospital indemnity, disability and more, available to groups as small as three. Employees choose and pay for what they want through payroll. The company can offer a real benefit at little or no cost and may reduce its FICA tax in the process.
We quote the whole Washington market.
Being independent means the recommendation follows your census and your budget, not a single carrier’s quota.
Carrier names and logos are the trademarks of their respective owners and are shown to identify the carriers Benefit Experts is appointed with.
Working across Washington.
Meetings happen in person, by phone or online — whichever suits your team.
Before you call.
What does a broker cost us?
Nothing. Brokers are compensated by the insurance carrier through commissions already built into the premium. Your rate is the same whether you enroll through a broker or go direct, so the market comparison, the enrollment and the year-round service come at no additional cost to the business.
How small a group can offer benefits?
Group medical generally starts at two enrolled employees in Washington. Voluntary benefits can start at three. If you have been told you are too small to offer anything, that is worth a second opinion.
When can we switch brokers?
Any time — you are not locked to your renewal date. Changing the broker of record does not change your plan, your carrier or your employees’ coverage. It is a signed form, and we handle the notifications.
How long does a quote take?
With a current census and your existing plan summary, most group quotes come back within a few business days. Level-funded options take longer because they require underwriting review.
Do you help our employees directly, or just us?
Both. We present the plan to your team, answer their questions during enrollment, and remain available to them through the year for claims problems, ID cards and coverage questions.
Find out what your plan should cost.
Send over your current plan and census. We will come back with real numbers and tell you plainly if you are already in the right place.