If you're leaving a job partway through a month, one detail matters more than people expect: does your coverage end on your literal last day, or does it run through the end of the month?

Signing on with a new broker can feel like the start of a long process. Here's exactly what happens on our end once you do — and it's shorter than you'd think.

"We handle carrier communication for you" means you flag it, we chase it down — whatever that takes. One exception: HIPAA, where we still make sure you're not navigating it alone.

COBRA administration is one of those services that runs smoothly until it doesn't — most employers handle the routine cases fine, but three specific mistakes come up often enough, and carry enough real financial exposure, that they're worth calling out on their own. Mistake 1: Miscalculating the Premium The standard rule is that a COBRA premium can't exceed 102% of what the plan actually costs for a similarly-situated active employee — the extra 2% covers administrative cost.

A good broker relationship isn't measured by how often you talk — it's measured by whether the right things get escalated at the right time. HR teams without a clear internal rule for this tend to land on one of two extremes: cc'ing the broker on everything, or trying to quietly handle things that genuinely needed carrier-level involvement. Neither serves the business well. What HR Can Usually Handle Directly Routine, well-documented processes rarely need broker involvement i

COBRA administration isn't one deadline. Here's the exact notice timeline small business employers need to know — 90-day general notice, 30-day employer notice, 14-day election notice, and what the IRS charges when one is missed.

Many small business owners signed up with their benefits broker years ago — maybe through a referral, maybe because they needed coverage fast and took the first option available. And for a while, things were fine. But at some point, something shifted. Renewals started arriving with little explanation. Employees started complaining that no one would answer their questions. Open enrollment felt like a scramble every single year. If any of that sounds familiar, it may not be a b

Many business owners eventually face the same question: Should we work with a Professional Employer Organization (PEO) or an employee benefits broker? Both options can help businesses manage employee benefits, but they operate very differently. Understanding the differences can help you make the right decision for your company, employees, and long-term growth. In this guide, we'll explain what a PEO does, what an employee benefits broker does, and which option may be best for

A good employee benefits broker should do far more than just send renewal numbers once a year. Unfortunately, many businesses rarely hear from their broker unless it’s renewal season. If your broker is reactive instead of proactive, your company could be overpaying for benefits while receiving very little support. Here are five signs your benefits broker may not be doing enough for your business. 1. You Only Hear From Them at Renewal Your broker should provide year-round supp