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Employee benefits forWashington employers.

Group medical, dental, vision, life and disability — structured so you can actually afford to offer it, and explained so your people actually use it.

Talk to a Benefits Advisor Call (206) 878-1404
The Basics

Benefits are how small employers compete for people.

In South King County you are hiring against Seattle wages. For most small and mid-size employers, benefits are the lever that closes that gap — a plan that covers a family properly is often worth more to a candidate than another dollar an hour.

The hard part is that group benefits get sold once and then drift. Renewals arrive with a percentage increase and no alternative, and nobody re-markets the plan because it is work.

Through the Your Policy platform we market your renewal across carriers each year and show you the options side by side, including what changes for your employees, not just what changes for your budget.

  • Group medical, dental and vision
  • Group life and short and long-term disability
  • Renewals marketed, not rubber-stamped
  • Enrollment support in English and Spanish

What we'll ask for:

  • Number of eligible employees
  • Your current plan and renewal date
  • What you contribute today
  • Whether dependents are covered
  • What is not working about the current plan
What We Place

Group coverage through Your Policy

Group Medical

The core of any benefits package, marketed across carriers each renewal.

Dental & Vision

Low-cost additions that employees notice and use immediately.

Life & Disability

Income protection, usually without medical questions up to the guaranteed issue limit.

Benefits Administration

Enrollment and administration support so this does not land on one overloaded person.

HR & Compliance

Guidance on notices, filings and the requirements that come with offering a plan.

Group Medicare

Retiree health coverage for employers — EGWPs, group Medigap and ICHRA options.

Employee Benefits FAQs

How many employees do I need to offer a group plan?
Group plans are generally available to quite small employers, and the practical minimum is lower than most owners assume. Tell us your headcount and we will tell you what is available rather than guessing at a threshold.
Do I have to cover the full premium?
No. Most employers contribute a percentage toward employee-only coverage and let employees fund dependent coverage. Carriers set minimum contribution and participation requirements, and we will walk you through what yours would be.
When can we change plans?
Usually at your renewal date, though certain qualifying events allow changes outside it. The practical answer is to start looking about ninety days before renewal so there is time to market it properly.
Can you help employees understand the plan?
Yes, and we think this is where most benefits packages fail. A plan nobody understands does not retain anyone. We support enrollment in English and Spanish.

Let's market your renewal properly this year.

Start about ninety days out and there is time to do it right.

Talk to a Benefits Advisor Call (206) 878-1404

No obligation. Monday–Friday, 9:00 AM – 5:00 PM.