With healthcare costs rising every year, employers are seeking innovative ways to provide benefits that strike a balance between affordability and quality care. Could health share plans be the solution that businesses need?

Offering a High-Deductible Health Plan (HDHP) with a Health Savings Account (HSA) is a powerful way to support your employees’ financial and health goals. With the 2025 updates to HSA contribution limits, there are new opportunities to enhance these benefits while maximizing tax advantages.

For many business owners, the rising costs of traditional health insurance have created a challenging dilemma: how to provide valuable benefits without straining company finances. However, the recent rise of nontraditional healthcare options has made it easier for employers to provide fair benefits to their employees, without breaking the bank. What might not be as easy is introducing them to your team.

Businesses are being let down by the insurance industry—and their employees are already paying the price. With healthcare premiums likely to increase by 9% in 2025, many employers are being backed into a corner.

The end of the year is commonly when businesses review and renew their benefits offering. Open enrollment season is the perfect time for employers to look at their current benefits package, assess employee needs, and explore new options.

A critical factor that determines your obligations under the ACA is your status as an Applicable Large Employer (ALE). If you are unsure if your business qualifies as an ALE, you’re not alone. 

Many small business owners assume they cannot afford to offer benefits to their employees, often due to how expensive traditional health insurance is. With the right strategy, any business can offer benefits.

Although the Affordable Care Act mandates PCORI fees, they may not be widely recognized, in fact, this may be the first you are hearing of them. However, all self-funded plan sponsors need to be aware of PCORI fees and their obligation to pay them.