Small group coverage lets employers offer health and ancillary benefits to their teams. It's a relationship market where funding choice and plan design drive the sale.
Small group benefits are employer-sponsored plans for businesses generally sized 2–99 employees. The employer chooses the plan design and how much to contribute, and eligible employees enroll. Two funding models dominate: fully insured, where the carrier takes on all claims risk for a fixed premium, and level-funded, a hybrid where the employer pays a steady monthly amount but can share in savings if claims run low — often attractive to healthier small groups.
Beyond medical, most groups layer in ancillary lines — dental, vision, group life, and disability — and voluntary (worksite) benefits employees can elect and pay for themselves. Carriers set participation and employer-contribution requirements, and each group renews annually based on its census and experience.
The carrier assumes all claims risk for a fixed monthly premium — predictable and simple for the employer.
A hybrid model with steady monthly payments and potential year-end refunds if claims run low; popular with healthier groups.
Core ancillary lines that round out a benefits package at modest cost.
Employer-paid basic life and short/long-term disability protection for employees.
Accident, critical illness, and hospital indemnity employees elect and fund themselves.
Arrangements that let employers fund individual coverage instead of a group plan.
Employers offering benefits to attract and retain staff.
Teams that may save with level-funded designs.
Growing companies adding benefits for the first time.
Small organizations needing simple, affordable packages.
Groups adding dental, vision, life, and disability together.
Employers reviewing cost and design at their annual renewal.
Unity First Nation contracts you across the carriers behind these products — with quoting, compliance, and back-office support.
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