Group Benefits Solutions
Support your workforce with flexible, cost-effective group benefits tailored to today’s diverse needs. From dental and Medicare to wellness and voluntary options, we help employers deliver valuable coverage solutions.
Employee Benefit Plans and Consulting
Flexible benefits solutions for employers of all sizes and industries.
Voluntary Coverage Options
Customizable add-ons like vision, life, disability, and critical illness.
Human Capital Management
Human resources solutions that support businesses day-to-day functions — PEO, payroll, and more.
Workplace Wellness Programs
Boost engagement and health with proactive wellness offerings.
Group Benefits FAQs
How can I manage healthcare cost increases in 2026 without cutting employee benefits?
Alternative funding and smarter plan design may slow cost growth while maintaining value for employees.
Compare common funding models:
| Model | Fully Insured | Level-Funded | Self-Funded / Captive |
|---|---|---|---|
| Transparency | Low | Moderate | High |
| Risk | Carrier holds | Stop-loss caps | Employer holds with stop-loss |
| Savings levers | Limited | Refunds and plan design | Data-driven plan changes and captive dividends |
Something to consider: Combine pharmacy management, virtual care, and incentives to help reduce avoidable claims.
What are the ACA affordability thresholds to avoid the employer mandate penalty?
Affordability percentages change annually. Ensure your lowest-cost plan meets the current threshold for single coverage and document offers to eligible employees.
Steps to help stay compliant:
- Confirm this year’s affordability percentage for single coverage.
- Use safe harbors consistently across payroll periods.
- Track eligibility and waiting periods accurately.
- Retain records to respond to IRS correspondence.
Your Trucordia broker can help you apply the correct figures and avoid penalties.
How do Lifestyle Spending Accounts compare to traditional HRAs for a multigenerational workforce?
Lifestyle Spending Accounts can provide flexible, taxable stipends for lifestyle needs, while HRAs can reimburse qualified medical expenses tax-free. Both can personalize benefits when designed thoughtfully.
Comparison overview:
| Feature | LSA | HRA (ICHRA/QSEHRA) |
|---|---|---|
| Tax treatment | Taxable to employee | Tax-free reimbursements for qualified expenses |
| Use cases | Gym, childcare, wellness | Premiums and medical expenses |
| Administration | Flexible rules | Compliance-bound rules |
Many employers may pair a core health plan with an LSA to address diverse preferences across generations.
Which AI-driven benefits administration platform integrates best with my current payroll?
The best platform is the one that matches your payroll system and makes your day-to-day easier. There are a number of options businesses can consider. Focus on integration quality and user experience rather than brand names alone.
Evaluate platforms using:
- API integration and data mapping with your payroll company
- Automated eligibility, carrier feeds, and error handling
- Mobile-first enrollment with clear decision support
- Reporting for compliance and finance
Be sure to request a demo with your actual data to validate performance before selection.
How do group benefits help with employee retention and recruiting, and is it worth the investment?
Competitive benefits may improve hiring speed and may reduce turnover costs. The right mix may boost productivity and morale while keeping spend aligned with outcomes.
Make the case with:
- Benchmarking against industry peers
- Utilization and satisfaction metrics
- Total rewards communication that highlights value
- Cost controls such as incentives and care navigation
Measure ROI over time by tracking retention and recruiting metrics alongside benefit costs.
