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In today’s business environment, companies are facing challenges on all fronts — rising inflation, supply chain issues and a competitive labor market. But forward-thinking organizations are combating these uncontrollable challenges by taking charge of a business line item they can control — their healthcare coverage. Download this white paper and learn how you can help your clients combat rising business costs with a new health plan strategy that includes: 

• Uncover blind spots in plan usage that drive up clients’ costs
• Deliver data that helps actively manage their plan strategy
• Design a plan that includes expert care navigation and member advocacy
• Drastically reduce overinflated healthcare charges
• Invest in better benefits that improve retention and recruiting

Since the pandemic, your workforce has experienced growing pressure on their individual wellbeing (across all aspects) coupled with a constant churn of evolving needs at work and home. To make sure your people feel confident and supported with their wellbeing decisions — from enrollment through program utilization — your organization must evolve your benefits solution. This white paper consolidates the countless unforeseen lessons employers had to learn the past year to help you reflect on those key experiences and address them successfully for the years ahead. Download it now and learn how to:

• Account for competing wellbeing priorities & changing employee circumstances
• Think holistically about the benefits & programs you offer
• Align your enrollment strategy with a broader return-to-work strategy in mind
• Guide your people through the process
• And more!

Things have changed for workers since the pandemic, as uncertainties such as health concerns, childcare needs and job security have infiltrated daily lives. Your clients are now facing unique challenges requiring innovative solutions. This white paper outlines how you can support your clients in the coming years and help evolve their benefits strategy to account for recent disruptions, including how to:

• Integrate total wellbeing into the enrollment experience
• Invest in technology that meets employees where they are
• Take personalization to the next level
• Adapt to changing employee needs
• And more!

As a trusted and skilled benefits advisor, you know how important it is to look for new ways to add value for your clients. There’s no better way than by introducing unique benefit solutions—ones that will help them solve their most challenging workforce problems. That’s where we shine! 

Leverage our plug-in health insurance solutions that complement the primary health insurance plan to:

• Reduce employee out-of-pocket healthcare spending 
• Protect employees’ health and productivity 
• Provide tax-advantages* for employers and employees 
• Retain and reward employees at any level.

Let’s work in partnership together to make sure your clients are happy and loyal. Learn more by accessing this quick video!

Navigating family benefits is challenging for employers, given the many paths to and through parenthood. As a result, companies dedicated to creating diverse, equitable, and inclusive cultures have begun to look for ways to better support all employees, regardless of their paths to and through parenthood. Download this white paper and learn how you can upgrade your family benefits by offering:

• Fertility & adoption/surrogacy benefits
• Preconception & family-planning care
• Caregiver leave
• Virtual family care
• And more!

Today’s employees, especially younger generations, want holistic support for their overall health and well-being.* They’re seeking ways to stay healthy and safeguard their income and savings.** Employers can help meet these needs by offering ancillary benefits like dental, vision, life and disability coverage, which address both physical and financial health.

Download this white paper and learn about:

• What are ancillary benefits
• Why ancillary benefits are more important than ever
• The ROI of helping your employees stay healthy
• 3 ways to alleviate employee financial stress to help boost productivity
• 6 steps to design a winning ancillary benefits program

* Howe, Neil. “How the Millennial Generation Is Transforming Employee Benefits.” Benefits Quarterly, second quarter 2014, https://www.iscebs.org/resources/bq/documents/bq214a.pdf 

** Howe, “How the Millennial Generation is Transforming Employee Benefits.”

Underwritten by Renaissance Life & Health Insurance Company of America, Indianapolis, IN, and in New York by Renaissance Life & Health Insurance Company of New York, Binghamton, NY. Both companies may be reached at PO Box 1596, Indianapolis, IN 46206. Products may not be available in all states or jurisdictions.

Offering voluntary insurance like dental, vision, life and disability coverage doesn’t require extensive resources or funds, and expanding your clients’ programs to include these vital benefits can have an even greater impact on both their employees and their business. Ancillary benefits may be a cost effective way for businesses of all sizes (but particularly small businesses) to remain competitive, while supporting the health and financial well-being of employees at the same time. 

Download this guide to teach your clients about:

• What are ancillary benefits
• Why ancillary benefits are more important than ever
• The ROI of helping employees stay healthy
• 3 ways to alleviate employee financial stress to help boost productivity
• 6 steps to design a winning ancillary benefits program

Underwritten by Renaissance Life & Health Insurance Company of America, Indianapolis, IN, and in New York by Renaissance Life & Health Insurance Company of New York, Binghamton, NY. Both companies may be reached at PO Box 1596, Indianapolis, IN 46206. Products may not be available in all states or jurisdictions.

For broker use only. Not intended for distribution.

Healthcare costs in the United States are rising, and of those costs, heart health-related conditions are the most expensive to treat.

Offering digital care as a benefit is an easy, low-cost way to empower your employees to take control of their heart health, while potentially reducing surgeries and procedures, and driving down cardiovascular spending.

Download this white paper to learn how digital health may help save employers nearly 20% in total medical claims in the first year.

Healthcare costs in the United States are rising and of those costs, heart health-related conditions are the most expensive to treat.

Offering digital care as a benefit is an easy, low-cost way for your clients to empower their employees to take control of their heart health, while potentially reducing surgeries and procedures, and driving down cardiovascular spending.

Download this white paper to learn how digital health may help save your clients nearly 20% in total medical claims in the first year.

The Consolidated Appropriations Act (CAA) of 2020 was one of the longest and largest-ever spending bills enacted and included $900 billion dollars in COVID relief and a $1.4 trillion omnibus spending bill for the 2021 federal fiscal year. But the CAA’s impact goes far beyond temporary pandemic relief measures and fiscal 2021 government funding. With the No Surprises Act (NSA) and key amendments to the Mental Health Parity and Addiction Equity Act (MHPAEA) of 2008 as part of the CAA – and with many provisions of both in effect as of the beginning of 2022 – the legislation is shaking up the group health insurance and benefits industry like no legislation since perhaps the repeal of the individual mandate under the Affordable Care Act (ACA) in 2017.

Download this white paper and learn about the implications of the new CAA requirements for employers and their payroll service providers. Topics discussed  include:

• How health plan costs will continue to rise
• Flexible spending accounts being more flexible than ever
• The “savings” part of health savings accounts might get harder
• The NSA may add to the cost of coverage
• Parity lacks clarity but is a priority
• Partners needing to say what they pay
• Other regulation & compliance concerns to be aware of

Your employer clients work hard to retain and recruit staff, which can be hard due to costs associated with their healthcare options. This case study outlines an organization that was facing a daunting 10% increase in health insurance premiums and piling complaints from employees unable to afford rising health insurance fees, out-of-pocket costs and premiums. Download the case study to learn how to help your employer clients:

• Relieve their employees of financial burdens
• Improve employee acquisition & retention
• Enhance health coverage & outcomes for families 
• Reduce their company’s overall healthcare benefits costs 
• Adapt to changing needs & see instant results 

When it comes to employee benefits programs, cancer detection and care are evolving. In this overview of the current cancer landscape, benefit leaders at self-insured employers can learn more about what benefits exist to help you and your employees navigate an increasingly complex oncology landscape. In the guide, you’ll learn more about:

• The burden of cancer today
• The implications of that burden on self-insured employers
• Solutions available to help you and your employees be more proactive about their health, including the breakthrough Galleri® multi-cancer early detection test

COVID-19 has altered the 2020 healthcare landscape as many analysts now predict a net-decrease in costs for 2020. However, this trend will be short-lived as the prognosis for 2021 and beyond is much worse.

These realities will likely significantly impact 2021 budgets and the savings from 2020 will not be sufficient to offset these upcoming cost increases. With this in mind, you must consider strategies to directly address impacts on healthcare cost and access to care to mitigate long-term effects of the pandemic.

Download this white paper to get a better understanding of what you can expect to change as the coronavirus continues to cast a shadow over healthcare so you can budget accordingly. You will learn: 

• 4 healthcare cost scenarios employers should be concerned about
• Predicted healthcare cost impact models
• Strategies that impact the healthcare cost problem

As most of the world continues to react to the pandemic, take the opportunity to be proactive and prepare your business and employees for what’s to come.

Pharmacy is the most frequently utilized healthcare benefit. With pharmacy spend expected to increase almost 6% in the next 10 years, it’s important to regularly assess the effectiveness of your existing pharmacy program and PBM performance to help ensure you are getting the most from your pharmacy investment. Download this guide and learn:

How your organization can control health benefits costs

• 7 considerations to review
• How frequently you should review
• When to have a conversation with your PBM
• How to negotiate your PBM contract renewal to improve benefits & savings

Healthcare in the U.S. costs too much. We all know that. Poor-quality healthcare directly affects the quality of life for your employees which directly leads to less work and productivity. Pointing your employees to high-quality doctors pays off for everyone.

Download this ebook to explore the immediate benefits of empowering your employees to become smarter healthcare consumers. Topics discussed include:

• Data-driven strategies to control runaway healthcare costs

• The hidden variation in doctor practice patterns and why quality transparency is so useful to employers.

• How to effectively use actionable, objective doctor quality analytics to make informed healthcare decisions

• Why curbing unnecessary, inappropriate healthcare is key to reducing overall spend and improving outcomes for employees and their families

No matter how you slice it, knowing the numbers is essential when it comes to making informed decisions. Whether you’re vetting a new product, analyzing a current client’s needs, or reviewing a section of the tax code, the benefits industry is filled with numbers.

We know how important it is for you to stay in the know, that why we’ve compiled some of the most important numbers influencing the benefits industry today, all in one place.

Check out the benefits numbers you need to pull out of your back pocket in your next meeting!

Access the cheat sheet now!

As the lines between work and life get blurrier every day, working parents often bring challenging questions to you and your HR department. How you approach these conversations is crucial. You want to make sure you represent your workplace’s priorities while showing a deep understanding of what your employees who are parents are going through. 

Download this guide to get pointers from a professional career coach on what you should and should not do during these meetings. This includes: 

• Focusing on the well-being of your working parents
• Ensuring employees don’t feel the need to  apologize for their family
• When to listen and when to problem solve
• And more… 

As you find new ways to help your employees with children stay productive and satisfied, make sure you avoid pitfalls that can make them feel torn between work and family.

It’s likely that a majority of your workforce is made up of working parents, so it’s important to ask: What is your company doing to support them? If you have the right benefits in place, it can prevent employee burnout, as well as increase retention and revenue. That’s why it’s essential to know how your policies stack up against the world’s best, as outlined in the largest-ever working parents study.

Download this report now to understand that when the coronavirus pandemic ends, it’s not enough to just go back to the way things were. You must redefine what working parenthood looks like and shape a more sustainable and equitable future. You will also:

• Get industry benchmarks and see how your company compares with others 
• Learn which benefits are key differentiators
• Discover how you can see 5.5x more revenue growth with the right benefits and policies

Juggling work and parenthood is never easy, and the pandemic has pushed many Americans to the breaking point. Find out how you can make a difference.

Your employees who are working parents may be at a breaking point. According to a recent Maven survey, close to 60% of parents do not feel supported by their employer. And the latest Census research reveals that 31% of women and 12% of men ages 25-44 with children have left the workforce since COVID-19 because of a lack of child care. This means it’s no longer enough to simply offer flexibility. 

Download this checklist now for ideas gathered from HR leaders at top companies to help improve employees’ health, well-being, and productivity during the pandemic and beyond. You will learn: 

• How to arm your people managers with the right tools to make parents feel supported 
• Policies, training, and communications tips to bring to your company
• 8 of the best practices for supporting working parents 

Get guidance from leading workplaces to ensure employees with children can stay balanced and focused.

Clients want to know their self-funded benefits plan will put caring for their business (and the health of their employees and their families) first. And you know how much effort goes into the self-funding decision: you’re beside your clients every step of the way providing careful analysis, extensive planning, exhaustive evaluation and thoughtful guidance. Getting them across the finish line is followed by a prudent cycle of assessments, evaluations and adjustments. 

Be that outstanding broker who applies passion and professionalism to help your clients maximize their cost savings, customize their self-funded health plan and get the better experience they want. Download this guide and discover:

• 8 topics for periodic review sessions
• 5 client needs to consider
• How to evaluate self-funding models
• 3 options to propose to improve plan performance
• 5 client relationship-building tactics

Get in-the-know with this quick reference guide. It’s a handy resource that breaks down the two types of supplemental coverage—worksite voluntary and employer-sponsored—and the key differences between the two. By mastering your knowledge of supplemental health insurance with this handy resource, you can be ready to tackle your clients’ problems head on. 

Take your supplemental health insurance knowledge to the next level. Download your quick reference guide now!

It may be hard for your clients to offer their employees competitive benefits like health and ancillary benefits in a cost-effective way. They also want to focus on their businesses and not get bogged down with HR responsibilities. PEO’s (Professional Employer Organizations) could be the answer for small- or medium-sized businesses - not only granting access to  benefits typically offered only to  larger organizations, but also helping them handle time consuming HR tasks. Referring your clients to the right PEO can show your value as a broker. 

Download this white paper and discover how a PEO can allow your clients to focus on the most important elements of their business. You’ll also learn: 

• How your clients can gain access to high-quality benefits and wellness perks affordably
• How you can broaden your benefits portfolio and unlock a new revenue stream with no broker of record changes
• What you should look for in a PEO for your clients
• The difference between a PEO and a certified PEO (CPEO)

In today’s fiercely competitive hiring environment, your clients may be concerned about losing their key talent. Employers want to keep their employees content, productive and loyal. However, the HDHP strategy might be putting too much of a financial burden on them. One solution that has been known as the foolproof way to address the coverage gaps of HDHP is HSAs. But, do they really measure up? And how can you make your HDHP/HSA strategy better to help enable employees' satisfaction?

Download this guide to peel back the curtain and understand the once-ideal HDHP/HSA strategy and how to improve it. 

• The issues that often come with HDHPs that can lead to dissatisfaction from employees
• 3 typical shortfalls of HDHP/HSA strategies
• Information on how supplemental coverage can help make the HDHP/HSA combination work better for clients and their employees

Nearly 38 million Americans quit their job in 2021 amidst the Great Resignation, and the talent market could potentially get tighter in 2022¹. Recruitment, retention and competitive benefit packages are the most significant challenges your clients are navigating today. As a broker, and more importantly a trusted partner to your clients, you are in a unique position to help guide them through these turbulent waters. 

Watch this on-demand webcast to better understand these challenges from your customer’s perspective and gain creative ideas to help your clients adapt to the shifting workforce environment. Topics covered include:

• Understanding your client’s biggest concerns of 2022
• How a strong benefits package helps to address client pain points
• The importance of clients staying relevant with their benefits package
• How to help clients remove healthcare barriers to support the work culture they desire

¹ https://www.businessinsider.com/how-many-why-workers-quit-jobs-this-year-great-resignation-2021-12

What is carve-out coverage and how is it compliant? The key is a deeper understanding of excepted benefits. Excepted benefits are exempt from many regulations around primary insurance health plans, such as nondiscrimination rules.

Access this interactive infographic which explains the four categories of excepted benefits and how smart supplemental health insurance solutions fit into them.

Download a Closer Look at Excepted Benefits. 

ArmadaCare’s supplemental health insurance policies are underwritten by Sirius America Insurance Company and Transamerica Premier Life Insurance Company. Insurance plans and coverages vary by state. Please contact us to confirm state availability.

The benefits landscape is more confusing today than ever before, but it’s also never been more essential. From finding new ways to communicate with employees to embracing innovative solutions, human resources processes have shifted toward enhancing the human element of HR while adopting new technologies and strategies. Easing the burden on HR staff gives your partners the opportunity to focus on other important initiatives from benefit selection to enhanced onboarding; and create endless opportunities for their business.

Download the ebook to learn how to:

• Enhance the human element of HR
• Embrace benefit technology that transforms
• Engage employees with personalized benefits
• Free up valuable HR resources
• Communicate effectively through technology

In today’s tight talent market, primary plans alone aren’t going to cut it. Tailored benefits give employers and talent a win-win that can also close troublesome coverage gaps, ease financial strain and enhance access to care and support.

This trending guide explains how advisers and employers can create benefits employees will love in 2022 and beyond by:

• Protecting recruitment
• Boosting retention
• Supporting well-being
• Meeting changing norms and more

Download the latest guide on benefits trends in 2022 today!

Your clients are constantly facing new challenges and need to pivot quickly in the evolving benefit world, including access to virtual care, support for mental health and financial well-being. This is your chance to be equipped with innovative, flexible solutions that tackle today’s biggest problems. It all starts by asking the right questions.

Download this guide now to understand how you can add value, and how to start important conversations with clients. This includes asking 6 key questions that will open up communication, such as:

1. “How has employee turnover changed or increased recently?”

2. “What employee groups are especially difficult to recruit?”

3. “What are you hearing from employees?”

4. And more…

Show clients how they can offer better benefits without breaking the bank!

What’s your type? You know, your consulting type. What category would you put yourself in?

Knowing more about your type can help you introduce new tools to make benefit planning and strategizing easier. This is a priority right now, as emerging employee needs and continued uncertainty demand a fresh approach.

Download this guide on broker types for ideas that can help you go further with clients—and be the problem-solving partner they really need.

In a competitive labor market with an unprecedented level of turnover, it can be especially challenging to retain and recruit the right people. Forward-thinking employers that adopt a strategic approach to talent management take a wide view of the candidate-to-employee cycle, continually looking to recruit, retain and reward their people. As a result, these organizations build a solid pipeline for talent and a robust retain-and-reward approach.

Download this guide to learn how you can boost your benefits to:

• Create more bench strength
• Drive higher employee engagement & lower staff turnover
• Reduce recruitment costs
• Shore up coverage to alleviate employee financial strain
• And more!

Expanding benefits in 2022 doesn’t have to come at a higher cost. Though you may feel pressured to offer better benefits and increase member engagement, there is an approach that has proven key to bolstering benefit offerings, simplifying the healthcare journey, improving engagement and lowering costs.

This eBook explores how healthcare advocacy solutions can help you do just that. Download now to learn more about:

• The expected increased demand for medical services in 2022
• Proven strategies to mitigate soaring employee healthcare costs
• How healthcare advocacy helped a publicly traded company save $9.4 million
• A solution to increased engagement and a high member satisfaction rating
• How to help employees make better decisions driven by objective quality and cost data

In 2019, $100 billion was spent on elective surgeries. However, up to 30% of those surgeries were avoidable. Through appropriate employee education, these unnecessary procedures can be avoided, saving your organization money from reduced absenteeism and lower health insurance claims.

Download this infographic to learn how shared responsibility in a decision support program leads to:

• Reduction in elective surgeries
• Better employee choices
• Increased employee satisfaction

As the pandemic continues to drag on, many clients find themselves struggling to keep things going while still offering quality healthcare benefits to employees. This is not a new problem. Long before the pandemic, many people were underinsured either because out-of-pocket costs were too high, or because their employer simply couldn’t afford health coverage. The goal should be to make it so people don’t have to choose between physical health and financial stability. To make this happen for clients of all sizes, embracing a creative plan-design solution is key.

Download this guide to discover how to ensure clients and their employees get the most out of first-dollar, or no-deductible, health options and how it can stop the avoidance or delay of care. You will also learn:

• Why first-dollar coverage makes a difference and how it works
• How clients can avoid the more traditional, expensive options
• Tactics for creating a health plan that saves money

Get rid of the no-win health care situation for clients and employees.

COVID-19 elevated the conversation about well-being in the workplace, highlighting the connections between physical and mental health and the need for a holistic approach. Many companies are responding to this new trend to ensure employees get the support they need. If your organization is not, you must start soon or risk losing key employees to greener pastures.

Download this eBook for six key insights from a survey of hundreds of businesses and tips for how you can respond to shifts in the H&W landscape. You will learn how to ensure employees thrive by understanding:

• How to pay attention to and incorporate social determinants of health in your programs
• Why diversity, equity and inclusion is an important part of H&W
• Reasons financial wellness must be part of your strategy
• And more… 

Make sure your organization is flexible, resilient and inclusive to meet employees where they are.

Cardiovascular disease is a significant contributor to rising healthcare spending, creating high costs for your clients in terms of claims. For those with self-funded plans, it is usually a top claims cost. Digital health options are an easy, low-cost way for them to empower their employees to take control of their heart health, reduce unnecessary procedures, and drive down healthcare spending.

Download this white paper to learn how to help your clients:

• Optimize employee care and prevent health risks 
• Hold digital solutions to a high standard
• Bring about life-saving and cost-saving outcomes through digital care and coaching
• And more!

Cardiovascular disease is a significant contributor to rising healthcare spending, creating high costs for employers in terms of claims. For self-funded plans, it is usually a top claims cost. Digital health options are an easy, low-cost way to empower members to take control of their heart health, reduce unnecessary procedures, and drive down healthcare spending.

Download this white paper to learn more about  industry-leading engagement through digital coaching. You will learn how to:

• Optimize care and prevent health risks 
• Hold digital solutions to a high standard
• Bring about life-saving and cost-saving outcomes through digital care
• And more!

Your clients were already trying to cope with shifting employee needs and benefit cost increases, and now there is a war for talent due to the “Great Resignation”. Clients count on you to guide them through this continued uncertainty. To say that it’s tricky is an understatement, especially with the upended traditional planning cycle.

Download this infographic now for insights on three traps to avoid when working with clients on their benefits options. These include:

• Why you can no longer limit planning with clients to once a year
• How to not get bogged down in a conversation about costs
• Ways to ease the pain of changes to a plan

Show clients you are an invaluable member of their team by dodging problematic pitfalls with better solutions. 

Managing healthcare benefits costs by reducing coverage or increasing deductibles is a constant for many organizations. You try to work with your broker to build flexible plans that help retain key talent and recruit new, productive employees, but sometimes you miss the mark on what type of benefits employees really want and need. This is especially problematic now, as workers in the U.S. resign in droves, looking for other opportunities.

Download this infographic for tips that can help you build better plans, including three ways to find the sweet spot, which includes:

• Ways to provide better healthcare coverage
• Tactics for doing that without breaking the bank
• How innovative solutions can act as a compensation booster for employees 

Take steps now to keep employees from leaving AND recruit new talent.

Many employers face the issue of a disconnect between policies their employees enroll in and benefits their employees use. From an employee's perspective, it can be difficult and confusing to know what benefits are available when needed. The burden falls on employers to make their policies accessible and easy-to-understand for employees. 

Help your employer clients ensure their employees are making the most of their benefits; thereby reducing medical, out-of-work and turnover costs, and improving productivity, engagement and employee satisfaction. Download this infographic for an example to support you in helping your employer clients:

• Attract top talent
• Improve benefits usage
• Increase understanding of how benefits work
• Ensure a happy and productive workforce

Insurance products underwritten by Transamerica Life Insurance Company or its affiliates.

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As trusted advisors, you have the opportunity to help your clients take a step into a more equitable healthcare future by championing solutions such as first-dollar coverage health plan designs. MERPs (Medical Expense Reimbursement Plans) are proven to lower costs for employers and employees while enabling the elimination of upfront co-pays and deductibles. 

Be an agent of change when you follow the action steps provided in this guide, including how to:

• Inquire if there is a Diversity, Equity and Inclusion (DEI) council or committee within the organization you are speaking with
• Encourage your clients to create a sub group focused on benefits from a cross section of employees across the organization
• Ensure clients consider employee salaries when determining staff contributions to premiums
• Rethink high-deductible plans
• Introduce an innovative approach to health plan design with first-dollar coverage
• And more...

For many clients, managing healthcare benefits costs by reducing coverage or increasing deductibles is a way of life. You try to build flexible plans that help clients meet emerging needs in today’s uncertain world. This can help clients retain key talent and recruit new, productive employees, but sometimes clients miss the mark on what type of benefits employees really want and need. This is especially problematic now, as workers in the U.S. resign in droves, looking for other opportunities.

Download this infographic for tips that can help you and your clients build better plans, including three ways to find the sweet spot, which includes:

• Ways to provide better healthcare coverage
• Tactics for doing that without breaking the bank
• How innovative solutions can act as a compensation booster for employees 

Take steps to help clients keep their employees from leaving AND recruit new talent.

As a benefits adviser, you constantly look for ways to anticipate clients’ needs and exceed expectations. Sometimes that requires outside-the-box thinking and innovative solutions. Strategic enhancements to benefits can address important issues such as recruitment, retention, rewards, and costs, all at the same time. Because remember, a happy client is a loyal client.

Download this playbook for four key tactics you can use to meet evolving client expectations, even when it comes to their toughest challenges. This includes:

• How to address a pressing client need easily
• Ways the quality of benefits can help with recruitment and retention, while still minding the budget
• Helping clients reap financial benefits
• And more… 

PLUS – Get tips from your peers, tried and tested with clients.

Your clients are under added pressure in a post-pandemic world because their employees' needs have rapidly evolved. It is crucial that you understand their most pressing concerns and show them how you can help them solve talent issues as well as benefit ones. 

Download this quick guide to explore four key pain points and how innovative health insurance benefits can help solve them. Pressing issues include:  

• Compensation Budgets: Introduce a way for employers to spend less and give more with tax-efficient* benefits
• Plan Design Changes: Recommend solutions that neutralize the impact 
• Talent Tsunami: Solve retention and recruitment issues using complementary plans**
• Health & Productivity: Offer strategic wellness support for select groups of employees 

*This is not local, state or federal tax advice as each person and each company is unique. It is recommended that you seek the independent counsel of a professional tax adviser. 

**The above referenced supplemental health insurance policies are underwritten by Sirius America Insurance Company (“Sirius America”) and have exclusions, limitations and benefits that vary by plan and state. To obtain a quote or for more details on coverage, contact ArmadaCare. 

After a year of uncertainty, most employers are reluctant to make changes to their primary health insurance plans. What about all the new employee needs that cropped up this past year, related to mental health, retention and compensation?

Download this infographic now and see how these flexible complementary healthcare benefits* create win-win solutions by:

• Closing voids in coverage that lead to financial strain
• Strategically enhancing benefits for new needs, like mental health and well-being
• Providing enrollment timing flexibility (the first of any month; no need to sync with the primary plan)

Primary health insurance plans can't meet these new needs, but the good news is complementary health insurance benefits* can help (whether or not the primary health insurance plan changes).

*The above referenced supplemental health insurance policies have exclusions, limitations, and benefits that vary by plan and state. To obtain a quote or for more details on coverage, contact ArmadaCare.

Out-of-pocket healthcare expenses are rising, but primary health insurance coverage is shrinking. This is a huge problem, especially for client decision-makers and business owners who:

• Are tired of spending their after-tax dollars on healthcare.
• Remember the old 100% plans and want worthwhile coverage again. 
• Are looking to retain and attract top talent with robust healthcare benefits.

How do you respond when they come to you with their frustrations? Instead of relooking at all of their benefit offerings, there is a simpler way to layer on health insurance that complements their primary health insurance plan.*

Download this infographic to learn more about a tax-efficient** way to reach “100% coverage” for routine and unexpected medical expenses. Clients have the ability to offer to select employee classes, so they stay in control. 

*The above referenced supplemental health insurance policies have exclusions, limitations and benefits that vary by plan and state. For more details on coverage, contact ArmadaCare.  

**This is not local, state or federal tax advice as each person and each company is unique. It is recommended that you seek the independent counsel of a professional tax adviser.