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Group Health Insurance — Texas & Oklahoma
One group saved $21,000 — and got better coverage.
- Full Market Analysis — We shop your group across carriers instead of rubber-stamping the renewal.
- Right Funding Structure — Fully insured, level-funded, or self-funded, matched to your group.
- ACA & ERISA Compliance — Employer mandate, affordability standards, and §412 bonding checked.
A benefits audit, not a renewal rubber stamp
- Current plan cost & utilization review
- Multi-carrier market analysis — carrier-agnostic
- Funding structure evaluation across all three models
- ACA compliance review for 50+ employers
- Cross-state compliance for TX & OK employers
What a real benefits broker delivers
Free tool · ACA employer mandate
Are You an Applicable Large Employer? ACA / ALE & Compliance Check
Once a business (or a commonly-owned group of businesses) averages 50 full-time-equivalent employees, the ACA employer mandate and IRS reporting kick in. Enter your headcount to see where you stand, add related businesses under common ownership, and screen your current coverage for potential red flags. This is an educational screening tool, not a compliance determination or legal/tax advice.
Average 30+ hours/week
Under 30 hours/week
Per part-timer
Common ownership (controlled group)
Businesses under common ownership are combined for ALE purposes under IRS rules (Internal Revenue Code §414). If you or your owner group own other businesses, add them here.
Optional — screen your current coverage for red flags
Only used if you offer coverage today. Leave blank to just check ALE status.
Four ways employers fund group health
We quote the national carriers — Blue Cross, UnitedHealthcare, Cigna, Aetna — side-by-side with regional carriers and level-funded markets most brokers never show you.
Which one actually saves you money depends on your census, claims, and goals — that takes underwriting, not a calculator.
Get a 15-Minute Coverage Review →Educational screening only — not a compliance determination or tax, legal, or accounting advice. ALE status uses your prior calendar year monthly average, and affordability can be met through the Federal Poverty Level (FPL), W-2, or rate-of-pay safe harbors; minimum-value, full-time, seasonal-worker, and controlled-group (common ownership) rules add nuance this tool does not fully model. Whether commonly-owned businesses actually aggregate depends on ownership percentages and family-attribution rules. 2026 figures shown; the IRS updates them annually. For any compliance or tax questions, consult your tax advisor or benefits counsel.
What's the difference between fully insured, level-funded, and self-funded?
Fully insured means the carrier takes all claims risk for a fixed premium. Level-funded blends predictable monthly payments with a potential refund when claims run low — often meaningful savings for healthy groups. Self-funded means you pay claims directly with stop-loss protection. We model all three against your census and claims history before recommending one.
Do I have to offer health insurance to my employees?
Under the ACA employer mandate, businesses with 50 or more full-time-equivalent employees must offer affordable coverage or face penalties. Smaller employers aren't required to — but many offer benefits to compete for talent, and some qualify for tax credits when they do. We'll tell you exactly where your business stands.
My renewal came in with a big increase. Do I just have to accept it?
No. A renewal increase is a starting offer, not a verdict. We take your group back to market, negotiate with the incumbent carrier, and evaluate alternative funding structures. That's exactly how one 4J client saved $21,000 at renewal — while improving coverage.
How small can my group be to qualify for group health coverage?
We work with groups from 2 to 500+ employees. Even small teams have real options today — level-funded plans, ICHRAs, and association programs have made competitive benefits available to businesses that traditional carriers used to price out.
What compliance issues should I worry about as an employer?
The big ones: ACA affordability and reporting (Forms 1094/1095), ERISA plan documents and disclosures, COBRA administration, and the often-missed ERISA §412 fidelity bond when a plan holds employee contributions. Our benefits audit checks every one of these — before a regulator does.
Can my employees keep their doctors if we change carriers?
Network disruption is one of the top reasons benefit changes fail. Before recommending any move, we run a disruption analysis on your employees' current providers and prescriptions — so you know exactly what changes before you commit to anything.
