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Whether you are a health insurance advisor or a corporate benefits manager, you know how difficult it is for small to midsize businesses to afford even basic health insurance coverage and benefits for employees.  This scenario is not going away.  According to a leading organization of human resources professionals, average employer health plan costs are predicted to rise 6.5% in 2021, topping the average annual 5% increase for these costs over the past decade.

You are also probably aware that many businesses of this size struggle with maintaining a quality workforce via the provision of optimal health care benefits in their overall compensation package.  This is especially true today, in light of the COVID-19 pandemic.  As a result of the virus’s economic impact, many smaller businesses have had to cut salaries and staff across lower-level positions in order to to stay afloat, while also still trying to provide top hires – those who drive business growth – the overall compensation they seek to stay onboard.

In this increasingly costly health care environment and highly competitive workplace, how can benefits advisors and employers in the small to midsize business arena affordably provide optimal health care benefits that retain, as well as recruit and reward, key employees? 

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