Strategic Employee Benefits Services for Employers

Employee benefits services can include plan design, carrier comparison, enrollment support, employee communications, renewal management, claims assistance, and compliance guidance. Franklin Benefits Group helps employers with group health insurance, life, dental, disability, voluntary benefits, HR tools, and funding approaches such as level-funded, self-funded, HRA, HSA, and ICHRA arrangements.

A well-designed benefits package shows employees that their health, financial security, and family needs matter. Core medical coverage, dental, life, disability, and voluntary options can make total compensation more competitive. Clear benefit communications are equally important because employees are more likely to value—and use—coverage when they understand their options and how the plan works.

Yes. An employer may generally appoint a new broker through a Broker of Record letter during the plan year without waiting for renewal and without changing its current plan. Franklin Benefits Group can then conduct an in-depth market analysis, obtain quotes from multiple carriers, review plan strategy, and provide ongoing service for the existing benefits program.

With a fully insured plan, the employer pays a set premium and the carrier assumes claim risk. Level-funded coverage uses a fixed monthly payment but is a form of self-funding; if claims run favorably, a surplus may be returned under the arrangement’s terms. The appropriate choice depends on workforce health, budget goals, and risk tolerance.

Voluntary benefits are optional products offered alongside core benefits, such as accident, hospital indemnity, cancer, disability, vision, life, and pet insurance. In many programs, employees pay 100% of the premiums while gaining access to group rates and payroll deduction convenience. Certain offerings may also allow pre-tax deductions or portable coverage, depending on the product.

An Individual Coverage Health Reimbursement Arrangement, or ICHRA, allows an employer to set reimbursement amounts for employees who purchase individual health coverage. Employers can vary contributions for permitted classes, such as full-time, part-time, seasonal, or geographically distinct employees, within applicable rules. It can offer a predictable budget, but careful plan design, notices, and administration are essential.

Compliance support may include COBRA administration, ERISA plan documents, Section 125 or cafeteria-plan documentation, 5500 reporting, ACA reporting resources, employee benefit statements, and HR compliance tools. Requirements vary by employer size, plan type, and workforce structure. Franklin Benefits Group helps employers identify relevant responsibilities and access resources that support year-round administration.

Employers should review benefits at least annually before renewal and revisit the strategy when staffing, budgets, locations, or employee needs change. A meaningful review compares current costs, plan performance, contribution levels, employee feedback, funding alternatives, and carrier options. Regular communication throughout the year also helps identify claims, enrollment, or understanding issues before the next renewal cycle.