Three16 Benefits — Coverage With Purpose.
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For Business Owners

Benefits your team understands, and you can explain.

I work with businesses as well as households. The goal is the same: know what you are offering, and why.

Benefits are one of the few things a small business buys where nobody involved is quite sure what they bought. The owner signs it, the employees do not read it, and a year later everyone is guessing.

It does not have to be that way. Here is what is available, in language you can repeat to your team without a script.

What is it?

Group benefits are coverage arranged by a business for its employees. Two broad categories:

Group health insurance — medical coverage offered through the business, where the employer typically pays part of the cost and employees pay the rest.

Supplemental and voluntary benefits — additional coverage offered alongside it. Some employers contribute; often employees simply choose what they want and pay for it themselves, usually at group rates and through payroll.

What suits a five-person business is rarely what suits a fifty-person one, and both are legitimate answers.

Who might it be for?

This is worth a conversation if:

  • You employ people and offer nothing yet, but are being asked about it.
  • You are losing good people to employers who offer benefits.
  • You have a plan in place and have never had anyone explain it properly.
  • Your renewal has arrived and the numbers moved.
  • You want to offer something meaningful without taking on a cost you cannot sustain.
  • You want your employees to actually understand what they have.

What options are available?

Depending on your business and what is available to it, the pieces usually look like this:

  • Group health insurance

    Medical coverage for your employees, and often their families. Plan design, networks, deductibles and contribution structure are all decisions you get to make — and they are the ones that determine both your cost and whether your team values it.

  • Dental

    Routine and restorative dental coverage. Plans vary in networks, annual maximums, waiting periods and how much they pay for what.

  • Vision

    Eye exams, and help toward glasses or contact lenses. Usually inexpensive per employee and consistently one of the most appreciated benefits.

  • Group life insurance

    A death benefit for employees, often arranged as a flat amount or a multiple of salary. Simple to administer and frequently the first benefit a business adds.

  • Accident coverage

    Pays set benefits following a covered accidental injury, paid to the employee to use as they need.

  • Hospital indemnity

    Pays a set amount when an employee is admitted to hospital, helping with the costs their medical plan leaves behind.

  • Specified disease / critical illness

    Pays a benefit on diagnosis of one of the conditions the policy names. As always, the policy’s own definitions decide what qualifies.

  • Other voluntary benefits

    Depending on what is available to your business, there may be further employee benefits worth considering. We can look at what fits rather than starting from a list.

What should I know or consider?

Before you shop, it helps to be clear on a few things:

How many employees?
Group size affects what is available to you and how it is priced.
What is the budget?
Both what you can contribute now and what you could sustain through a difficult year.
What does your team actually want?
Asking them first is unglamorous and enormously effective. The answer is often not what the owner expects.
Who will administer it?
Enrollment, changes and leavers all take someone’s time. Worth deciding whose.
Employer-paid or voluntary?
You can offer a great deal at zero cost to the business by making benefits available for employees to choose and pay for themselves.
How will it be explained?
A benefit nobody understands is a benefit nobody values. I’m happy to talk to your team directly.
To be confirmed by Tessa

Business compliance wording

Any employer-obligation, compliance or disclosure language required for group products in Florida — and any carrier-specific wording — should be supplied by Tessa and her carriers and added here before launch. It has deliberately not been drafted on her behalf.

Take a moment

A few questions about your team

Five questions, nothing scored. They tell me what kind of conversation this is before it starts — which saves you the first twenty minutes of one.

  1. 1 of 5 How many people are on the team?
  2. 2 of 5 Are you offering anything at the moment?
  3. 3 of 5 What is driving this?
  4. 4 of 5 Which part is least clear?
  5. 5 of 5 What would be most useful from a conversation?

Group benefits look complicated from outside and are mostly a handful of decisions about who is covered, who pays, and what is included.

Book a time — and I will have your answers in front of me

Leave your name and email and your answers come with the booking, so we do not spend the first ten minutes covering ground you have already covered. Contact details only — please keep health details out of this, we will go through those properly when we talk.

Would rather not? Book without sending your answers.

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Let's look at what fits your business.

Tell me how many people you employ and what you are trying to achieve, and I'll come back with options you can actually explain to your team.

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