SHOP Small Business Health Options Program Made Easy Amazing

What Small Business Owners Need to Know About SHOP

The shop small business health options program is a health insurance marketplace created by the Affordable Care Act specifically for small businesses with 1-50 full-time equivalent employees (up to 100 in some states).

Quick SHOP Program Overview:
* What it is: A marketplace where small businesses can purchase quality health insurance for employees
* Who qualifies: Businesses with 1-50 full-time equivalent employees (up to 100 in CA, CO, NY, VT)
* Key benefits: Tax credits up to 50% of premium costs for eligible employers
* Enrollment period: Available year-round (no open enrollment restrictions)
* Minimum requirements: Must offer coverage to all full-time employees and typically maintain 70% participation

The SHOP marketplace offers small businesses a way to provide comprehensive health benefits that help attract and retain quality employees. Unlike individual insurance markets, SHOP allows employers to start coverage any month of the year and gives them control over the coverage options and contribution amounts.

Small businesses with fewer than 25 full-time equivalent employees earning average wages below $56,000 may qualify for the Small Business Health Care Tax Credit worth up to 50% of premium costs (35% for tax-exempt organizations), making quality health insurance more affordable.

SHOP plans must include essential health benefits and cannot exclude pre-existing conditions, ensuring your employees receive comprehensive coverage. You can offer health plans, dental plans, or both, and in some states, your employees can choose plans from multiple insurance companies.

I’m Ryan McEachron, CEO of ISU Insurance Services ARMAC Agency, with extensive experience helping small businesses steer the shop small business health options program to find affordable healthcare solutions that meet their unique needs and budgets.

Understanding the SHOP Small Business Health Options Program

The shop small business health options program isn’t just another government acronym—it’s a lifeline for small business owners who want to offer quality health benefits without breaking the bank. Created under the Affordable Care Act, SHOP serves as a marketplace where you can compare and purchase group health plans that meet ACA standards, all while potentially qualifying for valuable tax credits.

If you’re running a business with 1-50 full-time equivalent employees, SHOP was designed with you in mind. Some states like California, Colorado, New York, and Vermont extend this benefit to businesses with up to 100 employees. One of my favorite things about SHOP? Unlike the individual marketplace with its strict annual enrollment period, you can sign up your business any time of year when you’re ready to make the move.

Depending on where your business is located, you’ll access SHOP either through the federal platform at HealthCare.gov or through your state’s own exchange. This distinction affects how you’ll enroll, what plans you’ll see, and who you’ll contact for support.

What is the shop small business health options program?

At its heart, the shop small business health options program is the primary platform where small businesses can access group health insurance that follows all ACA rules. These aren’t bare-bones plans—they include all ten essential health benefits required by law, covering everything from emergency services and hospitalization to mental health care and prescription drugs.

Perhaps the most meaningful aspect for many business owners is that SHOP plans can’t exclude anyone with pre-existing conditions or charge them more. This means your entire team gets the same fair shot at comprehensive coverage, regardless of their health history.

I recently spoke with a bakery owner in Victorville who told me, “For years I couldn’t afford to offer health insurance because two of my bakers had chronic conditions that made premiums astronomical. Through SHOP, we finally found affordable coverage that treats everyone equally. My team’s loyalty has skyrocketed.”

Key Benefits of the shop small business health options program

When small business owners ask me why they should consider SHOP, I point to several standout advantages that make it worth exploring:

Employee choice gives your team options in many states. Rather than forcing everyone into the same plan, you can let employees choose from multiple insurers or various plans from a single company. This flexibility means your young, healthy employee might select a high-deductible plan while your older manager with a family might choose more comprehensive coverage.

Budget predictability puts you in control of costs. You decide exactly how much you’ll contribute—whether that’s a set dollar amount or a percentage of premiums—making financial planning much more manageable.

Tax advantages work double-duty in your favor. Not only might you qualify for the Small Business Health Care Tax Credit (more on that later), but premiums paid by both you and your employees typically avoid federal income and payroll taxes.

Administrative simplicity makes managing benefits less of a headache. SHOP provides tools to handle enrollment, premium payments, and annual renewals without needing a dedicated HR department.

Coverage continuity through COBRA means if an employee leaves your company, they can maintain their health plan during the transition—a valuable safety net that employees appreciate.

Small businesses that use SHOP consistently report that offering health benefits improves their ability to attract and keep talented employees. In fact, many say it creates a more positive workplace culture where team members feel genuinely valued and cared for.

At ISU Armac, we’ve helped dozens of local small businesses steer the shop small business health options program to find the right balance of coverage and affordability. The smile on a business owner’s face when they realize they can finally offer health benefits is truly priceless.

Eligibility & Requirements at a Glance

Wondering if your business can join the shop small business health options program? Let’s break down the key requirements in plain English.

To qualify for SHOP, your business needs to fit within certain boundaries. You’ll need between 1 and 50 full-time equivalent employees (though California, Colorado, New York, and Vermont bump this up to 100). Your business must have a physical address in the state where you’re purchasing coverage – no virtual offices here!

When offering coverage, you can’t pick and choose – all full-time employees working 30+ hours weekly must be offered the opportunity to enroll. And speaking of enrollment, at least 70% of your eligible employees need to either join your plan or have coverage from somewhere else. Don’t worry if you can’t meet this threshold right away – there’s a special window from November 15–December 15 when this requirement is waived completely.

Most carriers also expect you to contribute at least 50% toward your employees’ premium costs. This not only helps with participation rates but is also required if you want to claim the Small Business Health Care Tax Credit (more on that later).

“When we first looked into SHOP, I was worried about the participation requirements,” shared a small retail owner from Victorville. “But once we explained the benefits to our team and found they could keep their spouse’s coverage if they preferred, we easily met the 70% threshold.”

One thing to note: when counting your employees, you don’t include owners, business partners, or their family members. And any waiting period you establish for new hires can’t exceed 90 days – a rule designed to ensure people get coverage in a reasonable timeframe.

Not sure if you meet the size requirements? The Full-time Equivalent Calculator on HealthCare.gov takes the guesswork out of determining your FTE count.

Calculating Full-Time Equivalent Employees

Figuring out your FTE count doesn’t have to give you a headache. The IRS uses a straightforward formula based on a standard work year of 2,080 hours (that’s 40 hours per week for 52 weeks).

Here’s the simple version: Each employee working 30+ hours weekly counts as one full FTE. For your part-timers, add up their weekly hours and divide by 30 to convert to FTE. Then combine these numbers for your total.

Let me show you how this works in real life:

Remember to exclude seasonal workers who work 120 days or fewer during the year. Also, don’t count owners, business partners, or their family members – they’re excluded from FTE calculations.

A local Apple Valley restaurant owner told us: “I was surprised to learn my business qualified for SHOP. With 8 full-timers and 14 part-time servers averaging 15 hours weekly, my FTE count came to 8 + (14 × 15 ÷ 30) = 15 FTEs – well under the limit!”

Meeting Minimum Participation & Contribution Rules

The 70% minimum participation rule often causes confusion, but it’s more flexible than it first appears. This rule exists to create a balanced risk pool and keep premiums stable for everyone.

The good news? Employees with coverage elsewhere don’t count against you. When calculating your participation rate, you can exclude employees who:

Have other coverage through a spouse’s plan, Medicare, Medicaid, or military/veterans’ benefits. These employees don’t hurt your participation rate.

Face affordability challenges where your plan would cost more than 9.12% (2023 figure) of their household income.

Just be prepared to document this alternative coverage – most insurance companies provide simple forms for employees to verify their other insurance.

The annual November 15–December 15 enrollment window is your secret weapon if participation is a challenge. During this period, the 70% requirement disappears completely, allowing any small business to join regardless of how many employees enroll.

As for contributions, while SHOP doesn’t always mandate a specific percentage, contributing at least 50% toward employee premiums is standard practice. Not only does this make coverage more attractive to your team, but it’s also required if you want to claim the valuable Small Business Health Care Tax Credit.

“We found a sweet spot by contributing 60% toward our employees’ premiums,” shared a small manufacturing firm owner from Hesperia. “It was enough to encourage most of our team to enroll while still keeping our budget in check.”

At ISU Armac, we’ve helped countless small businesses steer these requirements, finding the perfect balance between coverage, participation, and cost. Sometimes a slight adjustment to your contribution strategy can make all the difference in meeting these thresholds.

Enrolling, Managing, and Renewing Coverage

Signing up for the shop small business health options program looks different than what you might expect. Unlike individual plans where you’d fill out an online application on HealthCare.gov, SHOP enrollment happens through two main channels:

You can work directly with an insurance company offering SHOP plans in your area, or partner with a SHOP-registered agent or broker (like us at ISU Armac) who can help you compare options across multiple carriers. This second option often saves small business owners significant time and headaches!

Before you dive in, you’ll need to complete the SHOP Eligibility Determination Form to verify your business qualifies. You can find this form on HealthCare.gov or your state’s exchange website if you’re in a state with its own marketplace.

Over the years at ISU Armac, we’ve guided countless small businesses throughout Southern California through the SHOP enrollment maze. I still remember helping a bakery owner in Victorville who was convinced the process would be overwhelming—by the end, she was shocked at how straightforward it had been with the right guidance!

Step-by-Step Enrollment Process

Enrolling in SHOP coverage follows a logical sequence that’s easier than most people expect:

First, you’ll verify your eligibility by completing that SHOP form I mentioned. Then comes the fun part—browsing available plans in your area. You’ll compare coverage levels, networks, and costs across the familiar metal tiers: Bronze plans offer lower premiums but higher out-of-pocket costs (with a 60/40 insurance-to-employee cost-sharing ratio); Silver plans strike a moderate balance (70/30); Gold plans feature higher premiums but lower out-of-pocket costs (80/20); and Platinum plans provide the most comprehensive coverage with the highest premiums (90/10).

Once you’ve found the right fit, you’ll select which metal level(s) to offer and decide whether to include dental coverage. You’ll then submit a simple roster with basic information about eligible employees, choose when you want coverage to begin (this can be the first day of any month), and once approved, pay your first premium to activate coverage.

A restaurant owner from Hesperia recently told me, “I’d put this off for years thinking it would be a nightmare. My broker at ISU Armac made it painless—we compared options from three different carriers and had everything set up in less than three weeks. Wish I’d done it sooner!”

Managing Coverage Through the Year

Life doesn’t stand still after enrollment, and neither does your SHOP coverage management.

When employees experience major life changes—getting married, having a baby, losing other health coverage, or moving to a new area—they qualify for special enrollment periods, typically lasting 60 days after the event. These windows allow them to join your plan outside the normal enrollment period.

Employees can add eligible dependents (spouses, children under 26, and disabled children of any age who depend on the employee for support) during initial enrollment or these special periods. And when team members leave your company, you’ll need to report the termination to your carrier. They’ll then become eligible for COBRA continuation coverage, keeping the same plan temporarily by paying the full premium plus a small administrative fee.

For premium payments, most carriers require monthly submissions. Many of our clients set up a simple tracking system to collect employee contributions, combine them with the company portion, and submit everything on time to avoid any coverage hiccups.

When annual renewal time rolls around, you’ll want to review how your current plan has performed, check for any rate changes, reassess your FTE count, verify you still meet participation requirements, and consider whether it’s time to explore different options.

Multi-State or Remote Workforce Strategies

Today’s increasingly remote workforce creates interesting challenges for small business health coverage. If your team spans multiple states, the shop small business health options program offers several smart approaches:

The simplest option is using the primary-location rule—offering a SHOP plan from your main business location to all employees, regardless of where they live (as long as the carrier provides coverage in those areas). This keeps everyone on the same plan and simplifies your administrative work.

For businesses with multiple Employer Identification Numbers (EINs), you can offer separate SHOP plans for each entity, following controlled group rules that prevent companies from artificially dividing just to qualify for SHOP benefits.

Some employers prefer offering different SHOP plans in each state where they have workers. This might provide better local network access but does increase your administrative juggling. Often, the best solution is finding a nationwide Preferred Provider Organization (PPO) network that covers employees in multiple states under a single plan.

I recently worked with a construction company with offices in both Victorville and Arizona. The owner was convinced he’d need separate plans and dreaded the paperwork nightmare. His relief was palpable when we found a nationwide PPO that covered all locations, giving his entire team access to quality in-network providers regardless of where they worked or lived.

Maximizing Savings with the Small Business Health Care Tax Credit

Let’s talk about one of the sweetest perks of the shop small business health options program – money back in your pocket! The Small Business Health Care Tax Credit can be a game-changer for small employers looking to offer quality health coverage without breaking the bank.

This valuable tax credit can cover up to 50% of your premium costs if you’re a for-profit business, or 35% if you’re a tax-exempt organization. Think about that – potentially half of your health insurance costs covered through a tax credit! It’s like getting a “buy one, get one half off” deal on your employees’ healthcare.

The credit is available for two consecutive tax years, giving you significant savings during those critical early years of offering coverage. What makes this even better is the sliding scale design – smaller businesses with lower wages get the biggest benefit, precisely the employers who need the most help with healthcare costs.

“When I first heard about this tax credit, I honestly thought it sounded too good to be true,” shared Maria, a small boutique owner in Victorville with 8 employees. “But after working with ISU Armac to verify my eligibility, we received nearly $12,000 back on our taxes. That made offering health insurance actually affordable for us.”

To see if your business might qualify for this valuable credit, check out the Small Business Health Care Tax Credit details page. And remember, health insurance is just one piece of a comprehensive benefits package – explore our Employee Benefits Insurance services for more options to attract and retain great employees.

Who Qualifies for the Tax Credit?

Not every small business will qualify for this tax credit, but the eligibility requirements are fairly straightforward. Your business needs to check four key boxes:

First, you need fewer than 25 full-time equivalent employees. This is based on your FTE calculation, not just a headcount of workers.

Second, you must pay average annual wages below $56,000 per employee. This amount is indexed for inflation, so it may adjust slightly each year.

Third, you need to contribute at least 50% toward your employees’ premium costs for single (not family) coverage.

And finally, you must purchase your coverage through the SHOP marketplace. This is non-negotiable – private plans outside SHOP won’t qualify.

The credit works on a sliding scale, with the maximum benefit going to businesses with 10 or fewer FTEs earning average annual wages of $27,000 or less. As your employee count or average wages increase, the credit gradually phases out.

One of our clients, a small hardware store in Apple Valley with 16 employees averaging $42,000 in wages, was pleasantly surprised to still qualify for a partial credit worth about $8,500 annually. “That’s enough to cover almost two employees’ premiums entirely,” the owner told us. “It made a huge difference in our decision to offer coverage.”

Claiming and Documenting Your Credit

When tax time rolls around, you’ll need to complete IRS Form 8941, “Credit for Small Employer Health Insurance Premiums,” to claim your credit. This might sound intimidating, but with a little preparation, it’s quite manageable.

For for-profit businesses, the credit becomes part of your general business credit reported on Form 3800. The exact filing process will depend on your business structure – sole proprietors report it on Schedule C, partnerships use Form 1065 and Schedule K-1, S corporations use Form 1120S and Schedule K-1, and regular corporations use Form 1120.

If you run a tax-exempt organization, you’ll claim the credit on Form 990-T. The good news for nonprofits is that the credit is refundable – meaning you can receive the full amount even if you don’t owe taxes.

“The paperwork seemed daunting at first,” admitted John, who runs a small dental practice in Hesperia, “but our accountant walked us through it step by step. The credit carried forward for two years and saved us over $30,000 total.”

Good recordkeeping is essential for claiming this credit without headaches. Keep detailed records of all health insurance premiums paid, documentation of your FTE calculations, copies of your SHOP eligibility confirmation, and evidence of your premium contributions. This organized approach will make the process much smoother and help you maximize your credit.

What about businesses in counties where no SHOP plans are available? The IRS offers transition relief that may still allow you to claim the credit if you offer a qualified health plan to your employees. This is a situation where working with a knowledgeable broker like ISU Armac can be invaluable in navigating the options.

This tax credit can be carried backward or forward to other tax years if you can’t use the full amount in the current year. That flexibility ensures you don’t leave money on the table, even if your tax situation changes.

Alternatives and When SHOP Isn’t Available

Sometimes the shop small business health options program just isn’t the perfect fit for your company. Maybe you’re in an area where SHOP plans are limited, or perhaps your unique business situation calls for a different approach. Don’t worry – you’ve got options!

I remember working with a small bakery in Victorville that was initially disappointed to find limited SHOP options in their area. Instead of giving up, we helped them implement an HRA solution that actually ended up being more flexible for their diverse workforce. Their employees loved having more choice, and the owner appreciated the predictable monthly costs.

Health Reimbursement Arrangements (HRAs) have become increasingly popular alternatives to traditional group coverage. With a Qualified Small Employer HRA (QSEHRA), businesses with fewer than 50 FTEs can reimburse employees tax-free for medical expenses and individual health insurance premiums. For 2023, you can contribute up to $5,850 for individual coverage and $11,800 for family coverage – not bad at all!

If you need more flexibility, the Individual Coverage HRA (ICHRA) might be your answer. This option has no contribution limits and allows you to offer different reimbursement amounts to different classes of employees. One of my clients, a tech company with both full-time and part-time developers, found this approach perfect for their mixed workforce.

Traditional small group health insurance purchased directly from carriers is another solid alternative. While you won’t qualify for the Small Business Health Care Tax Credit, these plans often provide competitive rates and comprehensive coverage options. We’ve helped numerous small businesses throughout Southern California find affordable group plans outside of SHOP.

For businesses with industry connections, Association Health Plans (AHPs) allow small companies to band together through professional or trade groups to access health insurance at potentially lower rates. The collective buying power can make a real difference in premium costs.

And don’t forget – individual marketplace coverage remains an option for your employees if group coverage isn’t feasible. Many workers may qualify for premium tax credits based on their household income, making this a surprisingly affordable choice for some.

For more comprehensive information on health insurance options custom specifically for small businesses, visit our Health Insurance for Small Business page.

Comparing SHOP Plans vs HRAs

When weighing shop small business health options program plans against Health Reimbursement Arrangements, consider what matters most to your business and employees.

SHOP plans bring the advantage of group purchasing power, which often translates to better rates. For eligible businesses, the potential tax credit (up to 50% of premium costs) can significantly reduce expenses during those first two years. Your employees will appreciate making pre-tax contributions, effectively reducing their taxable income. Plus, these plans meet all ACA requirements, ensuring comprehensive coverage.

“The tax savings from our SHOP plan made a huge difference those first two years,” shared a small accounting firm owner from Apple Valley. “But we did have to steer minimum participation requirements and some administrative complexity.”

HRAs, on the other hand, offer wonderful budget predictability. You decide exactly how much to contribute for each employee – no surprises at renewal time. Your team gets to choose their own individual plans, which many employees prefer. There’s no minimum participation threshold to worry about, and generally less paperwork for you as the employer.

A restaurant owner in Hesperia told me, “Moving to an ICHRA was the best decision for our business. Our staff ranges from full-time managers to part-time servers with very different healthcare needs. Now everyone gets to pick a plan that works for their situation, and I know exactly what it costs our business each month.”

The right choice depends on your specific situation. If you qualify for the tax credit and have a relatively homogeneous workforce, SHOP might be ideal. If you value flexibility and predictable costs, an HRA could be the better fit.

What to Do If No SHOP Plans Exist in Your Area

Finding yourself in a county with limited or no SHOP plans available? Don’t panic – this happens more often than you might think, especially in rural areas.

Your first and often best option is to purchase a private small group health insurance policy. Working with a broker like us at ISU Armac means you’ll get help comparing options across multiple carriers to find the right balance of coverage and cost. While you won’t qualify for the Small Business Health Care Tax Credit, you’ll still provide valuable benefits that help attract and retain great employees.

Implementing an HRA is another excellent solution when SHOP isn’t available. This approach gives your employees the freedom to purchase individual coverage while you help offset their costs. Many of our clients have found that their teams actually prefer this arrangement over a one-size-fits-all group plan.

It’s worth exploring IRS transition relief for the Small Business Health Care Tax Credit too. If SHOP plans aren’t available in your county, you might still qualify for the tax credit by offering a qualified group health plan. The IRS recognizes this challenge and has created pathways for businesses in underserved areas.

The agent/broker search tool on HealthCare.gov can help you find local assistance in identifying alternatives that meet your specific needs. And don’t forget to check Healthcare.gov’s guidance page for small businesses in areas without SHOP plans – they regularly update information and options.

A construction company owner in Oak Hills shared with me: “When I finded there were no SHOP options in our area, I nearly gave up on offering health benefits altogether. My broker at ISU Armac showed me how an ICHRA could work for our team of 12 employees. Two years later, both our retention and recruitment have improved dramatically, and my monthly costs are completely predictable.”

At ISU Armac, we specialize in finding creative solutions when the standard options don’t fit. We’ll help you steer these waters and find the right health coverage approach for your unique business needs. For more information about small business medical insurance options beyond SHOP, check out our small business medical insurance resources.

Frequently Asked Questions about the SHOP Marketplace

Who can use SHOP if my only worker is a family member?

Family businesses often ask us this question, and I have to deliver the news gently: if your only employee is a spouse or family member, you won’t be able to use the shop small business health options program. To qualify, you need at least one common-law employee who isn’t related to you.

The IRS is quite specific about who counts as family in this context. This includes your spouse, children and their spouses, parents, grandparents, siblings and their spouses – essentially anyone who shares your family tree or has married into it.

I recently worked with a husband-wife business in Apple Valley who were disappointed to learn this. We redirected them toward individual marketplace coverage until they hired their first non-family employee six months later, at which point they successfully enrolled in SHOP.

Can I start coverage any time of year?

Here’s some good news that surprises many small business owners: unlike individual health insurance with its restricted enrollment periods, the shop small business health options program lets you start coverage on the first day of any month you choose!

This flexibility is a huge advantage for small businesses. Whether you’re a brand-new startup launching in April, a growing business that just hired your third employee in September, or a company that simply becomes ready to offer benefits in the middle of summer – SHOP accommodates your timeline, not the other way around.

Just remember that while you can enroll anytime, the 70% minimum participation requirement applies year-round except during that special November 15–December 15 window, when this requirement is waived. This exception period is particularly helpful for businesses with employees who might have coverage through other sources.

How do I handle dependents’ coverage?

When it comes to dependents, the shop small business health options program gives you choices. In most states, covering dependents is optional – you can decide what makes sense for your business and budget.

If you choose to extend coverage to dependents, you’ll need to make a few key decisions:

First, define who qualifies as a dependent. Typically, this includes spouses, children under 26, and disabled adult children who depend on your employee for support.

Second, determine your contribution strategy. Many employers cover a generous portion of employee premiums but require employees to pay the full cost for dependents. Others offer a smaller contribution toward dependent coverage. Your approach won’t affect your tax credit eligibility, which is based solely on employee-only coverage.

Third, decide if you’ll have any waiting periods for dependent coverage, keeping in mind these cannot exceed 90 days.

One small manufacturing business in Hesperia shared their approach with me: “We cover 75% of our employees’ premiums but ask them to cover dependent costs. However, we negotiated a better group rate for those dependents than they could get individually, so our employees still see it as a valuable benefit.”

If dependent coverage isn’t part of your plan, employees can explore individual marketplace coverage for their family members, where they might qualify for premium subsidies based on household income.

Conclusion

Navigating the shop small business health options program might initially seem like climbing a steep hill, but trust me—the view from the top is worth it. The benefits for both your business and your team can be substantial, making it an option well worth your consideration.

Let’s take a moment to recap what we’ve covered:

The SHOP marketplace offers quality, ACA-compliant health coverage specifically designed for small businesses like yours with 1-50 FTEs (and up to 100 in certain states). If you’re a smaller business, you might qualify for those valuable tax credits—up to 50% of your premium costs for two consecutive years, which can make a significant difference to your bottom line.

One of the most appealing aspects of SHOP is its flexibility. Unlike individual health insurance with its strict enrollment windows, you can enroll your business in SHOP coverage any time of year and start coverage on the first day of any month that works for your schedule and budget.

You’ll need to offer coverage to all your full-time employees and typically maintain that 70% participation threshold (except during the special November-December enrollment window when this requirement is waived). This participation requirement helps keep the risk pool balanced and premiums more stable for everyone.

If you’ve explored SHOP and decided it’s not quite the right fit—perhaps because of limited options in your area or your unique business structure—don’t worry. Alternatives like Health Reimbursement Arrangements, traditional small group plans, or association health plans can provide viable paths to offering valuable health benefits.

At ISU Insurance Services ARMAC Agency, we’ve walked alongside countless small business owners throughout Apple Valley, Victorville, Hesperia, Oak Hills, and all of Southern California as they’ve made these important decisions. I’ve seen how the right health insurance strategy can transform a business’s ability to attract and retain talented team members.

Our team specializes in cutting through the complexity of health insurance options. We’ll shop multiple carriers to find the perfect coverage at competitive rates, whether through the shop small business health options program or another solution that better fits your needs. Our goal is simple: we handle the insurance complexities so you can focus on what you do best—running your business.

For personalized guidance with the shop small business health options program or to explore other small business medical insurance options, reach out to our team today. We’ll help you craft a benefits approach that balances your employees’ needs with your budget realities, creating a package that supports your business’s growth and success for years to come.