How does Service 1st Benefits support my business during open enrollment?

We personally manage the entire open enrollment process — from educating employees to handling enrollment forms and answering plan questions. Our goal is to make open enrollment smooth and stress-free for everyone.

Can employees contact you directly for help?

Yes. Employees can reach out to us anytime for questions about claims, coverage, ID cards, or plan details. We act as your team’s benefits partner, not just your broker.

What size businesses do you work with?

We specialize in serving small and medium-sized businesses, typically ranging from 1–200 employees. If you’re growing or planning to expand, we help scale your benefits as your team grows.

Do you handle communication with insurance carriers for us?

Absolutely. We take care of claims issues, employee changes, renewals, and any carrier communication so you don’t have to spend hours on hold.

Do you offer voluntary or supplemental benefits?

Yes. We can provide optional add-ons like disability, accident, or critical illness insurance to enhance your benefits package at little or no cost to the employer.

What types of group benefits do you offer?

We provide comprehensive group health, dental, vision, and life insurance options for small and medium-sized businesses. We help you compare plans, handle enrollment, and manage carrier communication.

What information do you need to provide a quote?

We typically need: Number of employees Basic employee census (age, gender, ZIP code) Current plan (if applicable) Desired benefits or coverage goals We keep the process as simple as possible.

Do you charge fees for your services?

No. Our services — including plan comparison, open enrollment, and year-round support — are provided at no additional cost to your business.

5 Employee Benefits Small Businesses Should Offer to Stay Competitive

chopgood3
Mar 9
2 min read

Attracting and retaining great employees has become more competitive than ever. While salary will always matter, today’s workforce looks closely at the overall benefits package when deciding where to work.

For small and mid-sized businesses, offering the right benefits can be the difference between keeping top talent and losing employees to larger competitors. The good news is that you don’t need a massive budget to create a competitive benefits package.

Here are five benefits every small business should consider offering to stay competitive in today’s labor market.

1. Health Insurance

Health insurance continues to be the most important benefit for employees. In many cases, candidates view employer-sponsored health coverage as essential when evaluating job offers.

Employers can offer several types of health plans, including:

Fully insured plans
Level-funded plans
Self-funded plans

Each option offers different levels of flexibility and cost control. Many small businesses are now exploring level-funded plans as a way to reduce premiums while maintaining strong coverage options.

Providing quality health coverage helps employees feel secure and reduces financial stress related to medical care.

2. Retirement Plans

Retirement benefits are another key factor employees consider when choosing an employer. Offering a 401(k) plan with employer matching can make your company significantly more attractive to experienced professionals.

Even a modest employer contribution shows employees that the company is invested in their long-term financial well-being.

In addition to attracting talent, retirement benefits can help improve employee loyalty and reduce turnover.

3. Flexible Work and Paid Time Off

Work-life balance has become increasingly important for employees across all industries. Flexible scheduling, remote work options, and generous PTO policies are now expected in many workplaces.

Companies that offer flexibility often see improvements in:

Employee satisfaction
Productivity
Retention

Flexibility doesn’t always require major operational changes, but it can have a significant impact on employee morale.

4. Mental Health and Wellness Benefits

Employee wellness programs have grown rapidly in recent years. Many organizations now offer benefits such as:

Mental health counseling
Telehealth services
Wellness stipends
Employee assistance programs (EAPs)

Supporting mental health helps employees perform at their best and demonstrates that the company values their well-being.

5. Financial Wellness Benefits

Financial stress affects many employees, which is why financial wellness benefits are becoming more common.

Examples include:

Health Savings Accounts (HSAs)
Financial planning tools
Student loan assistance programs
Education reimbursement

These benefits can help employees manage their finances and plan for the future.

Creating a Competitive Benefits Strategy

The key to offering great benefits isn’t necessarily offering more—it’s offering the right mix of benefits that employees actually value.

Small businesses that invest in strategic benefits planning can compete with larger organizations while maintaining budget control.

If you’re unsure whether your benefits package is competitive, it may be time to review your options and compare what other companies in your industry are offering.