About to Hit Over 50 FTEs

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by a searcher from New York University - Leonard N. Stern School of Business
in New York, NY, USA

3mos ago

About to Hit Over 50 FTEs

Hey looking to speak with anyone has experienced hitting this cliff. We can’t continue to grow if we can’t bring on new employees but looking at providing employee healthcare and it looks like it could cost roughly 400K a year for 60 employees. Do we just have to take the hit? Has anyone found other solutions that can save costs and are still ACA compliant.

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reply by a professional 3mos ago
from Northwestern University in Kansas City, MO, USA

Happy to chat on it, there are a few options - not necessarily a cost saver but can be a cost shifter or delay. Feel free to reach out on here or at redacted - PEO may be the best option for the next chapter and includes workers comp, another option is an ICHRA (lower cost)- would want to understand more on industry and risk to advise and projected growth over the next few years along with corp philosophy/culture.

reply by a professional 3mos ago
from University of Virginia in Charlottesville, VA, USA

Thanks @redacted‌ - here are two creative solutions you might think about - 1. ICHRA (Individual Coverage HRA) you essentially reimburse employees tax-free for individual market coverage they purchase themselves. You set a monthly reimbursement cap by employee class, your cost becomes fully predictable, and it's ACA compliant...this is MUCH cheaper than traditional coverage 2. Level funded plan - this is a hybrid approach between fully-insured and self-funded. you pay a fixed monthly amount but get back unused claims dollars at year-end. Carriers like Imagine360 or regional Blues offer these, and you can save 15–25% versus traditional coverage. Both (1) and (2) are underutilized and worth having a broker run the numbers on before you resign yourself to that $400K figure.