Finding the right Oklahoma small business health plan can feel overwhelming, but it doesn’t have to be.
If you’re a small business owner, freelancer, or independent professional, this guide is designed to simplify your choices and help you build a benefits package that works for your team and your budget.
Providing quality health benefits isn’t just about compliance—it’s about staying competitive and showing your employees that you value their well-being.
Oklahoma Health Benefit Options for Small Businesses
Small businesses in Oklahoma have multiple options when it comes to providing health benefits to employees.
The most common but the most expensive option is to implement a traditional group health insurance plan.
According to the 2024 Employer Health Benefits Survey by the Kaiser Family Foundation, the average annual premium for employer-sponsored family health coverage has risen to $25,572. This is a 7% increase from the previous year. On average, workers contribute $6,296 toward this cost.
Fortunately, Oklahoma businesses also have a variety of other options that may reduce their costs. These include:
- Health Savings Accounts (HSAs)
- Health Reimbursement Arrangements (HRAs)
- Direct Primary Care (DPC) memberships
- Health sharing programs
The best strategy for small business health insurance in Oklahoma depends on the size of your business, your budget, and the age and medical requirements of your workforce and their dependents.
Geographic Considerations for Oklahoma Small Businesses
Oklahoma’s healthcare landscape varies widely, from bustling cities like Oklahoma City and Tulsa to rural areas such as Alva and Hobart.
Business owners need to consider where their employees are located when selecting health plans.
For example, choosing an HMO based in Oklahoma City might work for employees in the metro area but could leave workers in remote towns struggling to access in-network providers.
To ensure all employees and their families have convenient healthcare options, it’s crucial to align your plan with the geographic distribution of your workforce.
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Oklahoma Small Business Group Health Insurance
Traditional group health insurance is the most common choice for most Oklahoma employers.
It’s also the most expensive.
How It Works
- Employers contract with a third-party insurance provider.
- Coverage can extend to employees and, if chosen, their families.
- Employers with 50+ employees must offer ACA-compliant health insurance or face penalties.
ACA Requirements for Employer Health Plans
- Ambulatory patient services (outpatient care you get without being admitted to a hospital)
- Emergency services
- Hospitalization (like surgery and overnight stays)
- Pregnancy, maternity, and newborn care (both before and after birth)
- Mental health and substance use disorder services, including behavioral health treatment (this includes counseling and psychotherapy)
- Prescription drugs
- Rehabilitative and habilitative services and devices (services and devices to help people with injuries, disabilities, or chronic conditions gain or recover mental and physical skills)
- Laboratory services
- Preventive and wellness services and chronic disease management
- Pediatric services, including oral and vision care (but adult dental and vision coverage aren’t essential health benefits)
Additionally, the ACA requires health insurance to provide coverage for birth control and breastfeeding.
While traditional health insurance is the most expensive option for businesses, it does have the advantage of guaranteed enrollment.
Workers can enroll in coverage during their initial enrollment period when they first qualify. They can also enroll during a special enrollment period triggered by a qualifying life event.
If they enroll during the general open enrollment period starting November 1st, the insurance company cannot deny coverage or charge higher premiums based on medical history.
Health Insurance is Optional for Oklahoma Small Businesses
Under the Affordable Care Act (ACA), employers with fewer than 50 workers are not required to offer health insurance.
Similarly, Oklahoma state law does not mandate health insurance coverage for businesses of this size, and there are no penalties for opting out.
That said, offering health benefits can be a smart move for businesses of all sizes. A competitive benefits package not only helps attract top talent but also improves employee retention, even for small companies.
To save on costs, consider alternatives like medical cost-sharing or health-sharing plans, which allow you to contribute partially or fully toward employee expenses.
Another option is a Health Reimbursement Arrangement (HRA), which allows you to help employees pay for individual health insurance policies on a tax-free basis. Both approaches can provide value while keeping your budget in check.
Tax Benefits of Employer Health Coverage in Oklahoma
Health insurance premiums you pay as an employer are fully deductible as a business expense under both federal and Oklahoma state law.
They are also not taxable to the employee.
Healthsharing plans feature lower overall costs. Their monthly costs are also tax-deductible to the employee. However, employer assistance for paying health sharing costs are taxable to the employee.
Challenges of Employer Group Health Insurance Coverage in Oklahoma
Traditional employer group health insurance has some disadvantages for employers and their workers.
1. High Costs
The high monthly cost of traditional health insurance can be a heavy burden, especially for labor-intensive industries with tight margins.
One reason for high costs is the inclusion of mandatory coverages that don’t meet every employee’s needs. Federal and state regulations often require health plans to include benefits like addiction treatment, mental health services, and maternity care. These features may not be necessary for all workers, leading to increased costs.
These requirements aim to provide comprehensive coverage but often increase premiums significantly. This makes traditional health insurance less efficient for businesses. As a result, it can also become less cost-effective for employees.
2. Lack of Flexibility
Group health insurance programs often follow a one-size-fits-all approach, which may not align with the diverse needs and budgets of individual employees. These employer-sponsored plans typically offer limited options that may not be the best fit for everyone.
Some employees might benefit more from buying coverage on the individual market and qualifying for Affordable Care Act subsidies. Healthy employees without pre-existing conditions may find health-sharing plans a more affordable option. These plans also offer greater flexibility than traditional insurance.
These innovative options, explored in more detail below, offer cost-effective solutions tailored to individual needs while keeping overall expenses lower.
3. Administrative Burden
Managing a comprehensive health benefits program comes with significant administrative responsibilities.
Tasks like handling documentation, ensuring compliance, auditing for eligibility, and addressing employee questions are critical for keeping the plan running smoothly. However, these requirements can overwhelm small business owners, especially those without a dedicated HR team.
To simplify the process, business owners can explore alternatives such as Health Reimbursement Arrangements (HRAs) or healthcare stipends.
These options allow employees to purchase their own insurance through the Affordable Care Act marketplace, often benefiting from available subsidies.
This approach reduces administrative overhead for employers and empowers employees to choose coverage that best suits their needs.
Health Sharing Plans in Oklahoma
Health sharing plans offer an affordable and practical alternative to traditional health insurance for small businesses in Oklahoma.
Many companies are adopting medical cost-sharing plans as a cost-effective solution. These plans can reduce premiums by up to 50% compared to standard group health insurance.
For small businesses, this can mean savings of over $10,000 per employee annually for family coverage. It can also save more than $3,500 per year for individual coverage. These savings help employers offer quality healthcare while keeping costs under control.
Health sharing programs operate on a community-based model where participants contribute a set amount each year. Instead of paying premiums to an insurance provider, members pool their resources to cover medical expenses collectively.
This innovative approach ensures employees receive the care they need while keeping healthcare expenses manageable for employers.
Health Sharing Plans vs. Health Insurance
Health sharing plans are not the same thing as health insurance.
Healthsharing organizations are voluntary associations of like-minded people who agree to help share the medical expenses of other members. In contrast to health insurance companies, which are usually for-profit corporations, health sharing ministries are non-profit organizations.
Mandated Coverages
Federal and state laws require traditional health insurance policies to include coverage for many things that many people don’t want or need. Health sharing plans have no such requirements. The 10 Minimum Essential Coverage requirements don’t apply to health sharing organizations.
Medical cost-sharing plans are not required to cover the cost of addictions treatment for people who never use drugs, for example. And they don’t need to cover the cost of treating injuries as a result of the members’ drunk driving.
Pre Existing Conditions
Unlike traditional health insurance plans, healthsharing plans may impose waiting periods before they will share the costs of treating pre-existing conditions.
They often also impose waiting periods on surgeries, except for injuries and accidents that could not have been foreseen prior to the member’s enrollment.
Waiting periods reduce adverse selection and help health-sharing organizations manage costs effectively. This allows them to offer excellent benefits at a fraction of the cost. These plans are often much cheaper than unsubsidized ACA-qualified group policies or coverage from Healthcare.gov in Oklahoma.
Note: Healthsharing plans don’t qualify for subsidies under the Affordable Care Act. But the price savings is so great that many people still benefit from switching to healthsharing.
Since small group health insurance plans don’t get a premium tax credit subsidy under the ACA, switching to health sharing often makes even more sense for Oklahoma employers.
Health Sharing and Network Restrictions in Oklahoma
Unlike traditional managed care plans such as HMOs and PPOs, health sharing plans offer more choice when it comes to choosing healthcare providers.
In most cases, healthsharing organizations in Oklahoma do not restrict patients to in-network providers. Health sharing plan members have the flexibility to choose their own doctor or provider, allowing them to select the healthcare professionals they prefer.
Is Health Sharing Right for Your Business?
Every business is different.
Choosing the best possible plan, whether it’s a health sharing approach or a traditional group health insurance plan, takes some careful analysis.
The good news is, it’s easy for business owners in Oklahoma to get a full case analysis and recommendation specific to your organization and workforce.
Book an appointment with one of our experienced Personal Benefits Managers licensed in Oklahoma, and we will start the process.
It will help if you have an employee census prepared.
In most cases, switching to health insurance will save thousands of dollars per covered employee. But health sharing may not be indicated if you have workers with pre-existing conditions.
The consultation and analysis is always free.
Health Reimbursement Arrangements (HRAs) for Oklahoma Small Businesses
Health Reimbursement Arrangements (HRAs) are employer-funded benefits that provide tax-free reimbursement to employees for individual healthcare costs.
Many Oklahoma small businesses choose to drop group health insurance benefits entirely. Instead, they set up an HRA to provide employees with pre-tax dollars. Workers can then use these funds to buy their own health insurance on the individual market.
This allows workers to take advantage of available subsidies – further reducing the net cost for the company and employee.
If HRA funds remain after paying the premium, workers can use them for other out-of-pocket costs. These include deductibles, co-pays, prescriptions, and durable medical equipment. HRA benefits are also tax-free for employees.
An HRA empowers employees to choose coverage that suits their needs. This flexibility allows them to select plans that align with their preferences and priorities.
Check out our guide to health reimbursement accounts to learn more about HRAs for small businesses.
QSEHRAs – The HRA for Small Businesses
Small businesses can use a special type of HRA called the Qualified Small Employer Health Reimbursement Arrangement or QSEHRA (pronounced “Cue Sarah”).
This benefit is designed for companies with fewer than 50 full-time employees or the equivalent, and who don’t offer a traditional group health insurance plan at all.
Businesses are free to set their own QSEHRA allowance maximums, within certain limits.
As of 2024, the IRS has updated the contribution limits for Qualified Small Employer Health Reimbursement Arrangements. Employers can now contribute up to $6,150 for individual employees and up to $12,450 for employees with a family.
Employees take this money and use it to purchase their own insurance via the Oklahoma State of Mind site or a broker in the individual and family health insurance market. This preserves their eligibility for a subsidy, which they would not get under an employer-paid group health insurance plan.
As the employer, you can elect to reimburse your employees for their health insurance premium only, or for their premiums plus additional medical expenses.
QSEHRAs and Special Enrollment Periods
When you cancel your health insurance plan and replace it with an HRA, your employees will qualify for a Special Enrollment Period.
This is a 60-day window during which your workers can purchase their own ACA-qualified insurance plan with guaranteed issue rights, without going through medical underwriting.
This ensures your employees maintain continuous coverage when you replace your group health insurance plan with a QSEHRA.
HRA Advantages
There are many advantages to Health Reimbursement Arrangements (HRAs).
Money you spend on HRA benefits for your employees is fully tax deductible to you, as well as tax-free to your workers.
You retain control of HRA money until it’s actually disbursed to workers. It remains available to you as operating capital. You don’t have to deposit it with any third party.
Employers have a great deal of flexibility in designing their own HRA benefits, including what expenses you are willing to reimburse.
Workers don’t lose health insurance coverage if they leave the company, or change to contractor status. With the QSEHRA approach, the worker owns their insurance policy, and controls it. Not the employer.
HRA Disadvantages
Not all workers want the responsibility of having to research and choose their own health insurance plan. Some workers may need extra help navigating the transition.
If this is the case, your HSA for America Personal Benefits Manager is here to help. So no worker is left behind.
Just have your workers to make an appointment for personalized, individual service, or call 800-913-0172.
Read Alternatives to Employer-Sponsored Health Insurance to learn more.
Direct Primary Care (DPC): A Budget-Friendly Healthcare Model
Direct Primary Care memberships (DPC) present an alternative healthcare model that is very popular in Oklahoma and across the country.
It’s a membership-based model. In return for a flat, affordable monthly fee your employees receive as many visits as they need, either in person or via telehealth.
With monthly membership costs starting at just $80, DPC offers an affordable way for individuals to prioritize their health. It eliminates the burden of copays and coinsurance, making healthcare more accessible.
DPC plans provide members with unlimited access to routine primary, preventive, and chronic care services.
Medical Services Provided by DPC Doctors
- Preventive care: Routine check-ups, immunizations, and screenings to support overall health and early detection of conditions.
- Acute care: Treatment for illnesses and injuries such as infections, colds, flu, minor injuries, and skin conditions.
- Chronic disease management: Ongoing care and treatment adjustments for conditions like diabetes, hypertension, asthma, and arthritis.
- Comprehensive physical exams: Thorough evaluations to assess health, identify risks, and provide personalized recommendations.
- Urgent care: Same-day or next-day appointments for non-emergency medical issues.
- Laboratory and diagnostic services: Coordination of tests such as blood work, imaging studies, and ECGs.
- Medication management: Prescriptions, monitoring effectiveness, adjustments, and education on proper usage.
- Mental health services: Counseling, therapy, and referrals for additional mental health support when needed.
- Minor procedures: In-office services like suturing, mole removal, and joint injections.
- Care coordination and referrals: Advocacy and connection to specialists, hospitals, and other providers as necessary.
Meanwhile, since there’s no insurance company involved, there are no co-pays, co-insurance, or deductibles to worry about. The monthly subscription covers everything.
This means cash-strapped workers can seek the care they need right away. They never need to put off seeing the doctor because they can’t afford the deductible or co-pay.
To cover services beyond what DPC offers, patients can choose supplemental plans such as high deductible health plans, health sharing plans, or accident insurance.
Since routine care is already included in the DPC membership, patients can opt for more cost-effective coverage options, such as healthsharing rather than traditional health insurance.
Read our Complete Guide to Direct Primary Care (DPC) to learn more.
Compare Pricing on the Best HealthShare Plans Available
Health Savings Accounts (HSAs)
Health Savings Accounts can help workers manage their medical costs and keep premiums lower for workplace health insurance plans.
Oklahoma residents and businesses need every tax break they can get. The good news is, employer contributions to employees’ HSAs are fully deductible from state income tax as a compensation expense.
With HSAs, individuals can set aside pre-tax money to save for future medical costs. Both employees and employers can contribute to HSAs. Contributions are subject to an annual limit, which Congress adjusts each year to reflect the cost of living.
Money in an HSA enjoys tax-deferred growth, and withdrawals to pay for qualified healthcare expenses is tax free.
HSA Eligibility
To contribute to a health savings account, or to enjoy employer pretax contributions to an HSA, employees must enroll in a qualified high deductible health plan (HDHP).
To contribute to a Health Savings Account (HSA) or receive employer pretax contributions, employees must enroll in a qualified High Deductible Health Plan (HDHP).
For 2025, the IRS defines an HDHP as a plan with:
- Minimum Deductible: $1,650 for individual coverage or $3,300 for family coverage.
- Maximum Out-of-Pocket Expenses: $8,200 for individual coverage or $16,400 for family coverage.
These out-of-pocket limits include deductibles, copayments, and coinsurance but exclude premiums. It’s important to note that these limits apply only to in-network services; costs for out-of-network services may vary.
Can I combine HSAs with health sharing?
Currently, only one major health-sharing plan allows employees to remain eligible for pre-tax HSA contributions. This plan, the HSA SECURE Plan, is available through HSA for America.
The HSA SECURE Plan combines the tax and healthcare benefits of a health savings account. It also offers the cost-saving advantages of health sharing.
In order to enroll in this plan, your employees MUST have some self-employed or small business income or ownership.
HSA SECURE is not available to standard W-2 employees. However, if an employee or their spouse has a small business, freelance work, or a side hustle, they may qualify. This plan is ideal for those in good health without preexisting conditions requiring ongoing care.
And, of course, the HSA SECURE Plan may also be a great money-saving option for you and your partners as a small business owner.
Your employees would have to enroll in HSA SECURE on their own. But once they have enrolled and established an HSA, you can make pre-tax contributions on their behalf.
Learn more about HSA Secure Plans at HSA for America.
How Are Health Benefits Taxed?
Here is a table explaining how each of the benefits we have discussed are taxed.
Plan Type | Employer | Workers |
---|---|---|
Traditional health insurance premiums | Tax deductible. May qualify for a tax credit (see below) | Non-taxable |
HSA contributions | Tax deductible | Pre-tax, up to certain limits. No income limitations. |
Health sharing costs | Tax deductible as a compensation expense | Taxable as ordinary W-2 income |
Health reimbursement arrangements | Tax deductible | Benefits are non-taxable to the employee |
HSA withdrawals | N/A | Withdrawals for qualified medical expenses are tax-free. Otherwise taxable as ordinary income. |
Direct primary care costs | Tax deductible as a compensation expense | Taxable to the employee |
Address All Levels of the Care Pyramid
A good employee health benefits package should address all levels of the Employee Healthcare Pyramid.
From routine preventive care all the way through catastrophic incidents, as shown below:
On the left, we list common traditional insurance-based solutions that address each level of the Care Pyramid.
On the right, we list a number of alternative, more affordable approaches to providing meaningful protection for employees at each respective level of the Pyramid.
Good plan design provides employees with affordable solutions at each of these levels. So that no employee needs to delay or go without care because they can’t afford a premium, coinsurance, or copay.
Your Personal Benefits Manager can help design a custom plan for your workforce that addresses each level of the Care Pyramid. This approach often costs employers much less than a traditional group plan.
The Small Business Health Care Tax Credit
The Small Business Health Care Tax Credit, introduced under the Affordable Care Act, offers significant savings to eligible small employers.
This includes tax-exempt organizations that provide health insurance coverage to their employees.
Here’s what you need to know:
Eligibility Requirements
- Employee Count: Fewer than 25 full-time equivalent (FTE) employees.
- Average Wages: Pay average wages below an inflation-adjusted limit. For recent years:
- 2023: $62,000 or less per FTE.
- 2024 and beyond: Adjusted annually; refer to IRS updates for the current limit.
- Contribution Requirement: Employers must cover at least 50% of the cost of employee-only health insurance premiums.
- Qualified Health Plan: Coverage must be purchased through a Small Business Health Options Program (SHOP) Marketplace unless a limited exception applies.
Benefits of the Tax Credit
- Maximum Credit:
- Up to 50% of premiums paid for small businesses.
- Up to 35% of premiums paid for small tax-exempt employers.
- Sliding Scale: Smaller businesses with lower average wages receive higher credits.
- Credit Duration: Available for two consecutive taxable years.
- Refundability for Tax-Exempt Organizations: If you have no taxable income, you may qualify for a refundable credit, capped by your Medicare and income tax withholding liabilities.
Additional Financial Advantages
- You can still deduct the portion of premium payments that exceed the credit, combining a tax deduction with the credit itself.
- If you don’t owe taxes in a given year, you can carry the credit back to prior years or forward to future years.
How to Determine Full-Time Equivalents (FTEs)
- Definition: One FTE equals 2,080 hours worked per year. Part-time employees’ hours can be combined to calculate FTEs (e.g., two half-time employees equal one FTE).
- Exclusions: Do not include owners, partners, or their family members in the FTE calculation. Seasonal employees who work 120 or fewer days annually are also excluded.
- Example Calculation: If you pay $200,000 in total annual wages to 10 FTEs, divide $200,000 by 10. The average annual wage is $20,000.
Claiming the Credit
- Use Form 8941, Credit for Small Employer Health Insurance Premiums, to calculate the credit.
- Small businesses should include the amount as part of their general business credit on their income tax return.
- Tax-exempt organizations must file Form 990-T to claim the credit, even if not required to file otherwise.
Key Considerations
- Back and Forward Carry: The credit can be carried back to previous tax years or forward for up to 20 years.
- Refund Limitations: Refunds for tax-exempt organizations are subject to sequestration.
- Amended Returns: If you missed claiming the credit in a prior year, you may still file an amended return, subject to refund time limits.
Example
If your business pays $50,000 annually toward employee health premiums and qualifies for a 20% tax credit each year, you could save $10,000 over two years.
For additional details on eligibility and instructions for filing, refer to the IRS Form 8941 instructions.
Combining Small Business Health Plan Strategies
Combining various programs can be a smart move when it comes to maximizing your health insurance coverage.
Many employers combine multiple healthcare packages to control costs. This approach also allows them to offer comprehensive coverage to their employees.
Consider combining a Direct Primary Care (DPC) plan for routine care with a low-cost health-sharing plan for catastrophic events. This approach can be a cost-effective solution.
Compared to conventional group health insurance, this strategy can be more affordable for your company, for your employees, or both.
Allow employees to choose between a health-sharing plan or an individual health insurance plan. Offer the option to fund a Health Savings Account (HSA) for those selecting an HSA-qualified HDHP. This approach provides more flexibility and may reduce costs.
Finding the Best Oklahoma Small Business Health Plan for Your Team
Take the first step toward creating the perfect Oklahoma small business health plan for your business by preparing an employee census.
Reach out to us for a free, no-obligation health plan analysis. Our experienced HSA for America Personal Benefits Managers are here to guide you every step of the way. They will review your workforce structure, budget, employee needs, and any preexisting conditions to design a tailored plan that works for your business.
Many of our PBMs are former business owners and entrepreneurs who understand the challenges of running a small business. They know what it takes to attract and retain top talent while keeping costs under control.
Schedule your free consultation today and get expert recommendations designed just for you!
For Further Reading:
Frequently Asked Questions About Small Business Health Plans in Oklahoma
Can I Offer Health Insurance and Health sharing at the same time?
Yes, you can offer both options side by side, allowing employees to choose which plan suits their needs best.
Note if too many employees opt out of a group health insurance plan, you could fall below the minimum participation rate required to maintain a group plan. However, you can always use an HRA to reimburse the employees for individual health insurance, which will be close to the same cost.
What is the difference between health insurance and healthsharing for small businesses?
Health insurance is a traditional coverage plan offered by insurance companies, while healthsharing involves members contributing to a pool of funds to pay for each other’s medical expenses.
Are there waiting periods for pre-existing conditions with health sharing plans?
Yes, some healthsharing plans may have waiting periods for pre-existing conditions before cost sharing begins. It’s important to review the plan guidelines or consult with a Personal Benefits Manager for more information on specific plans.
How can Health Savings Accounts HSAs help manage medical costs for employees in Oklahoma?
HSAs allow individuals to set aside pre-tax money to save for future medical costs. Both employers and employees can contribute, providing tax advantages and potential savings on healthcare expenses.
Can employers contribute to their employees’ HSAs in Oklahoma?
Yes, employers are allowed to make contributions to their employees’ HSAs, subject to annual limits set by Congress.
Can employer contributions towards HSAs be deducted from state income tax in Oklahoma?
Yes. Employer contributions towards employee HSAs are fully deductible from state income tax as a compensation expense in Oklahoma.
Does offering a Direct Primary Care (DPC) plan alongside other coverage options make sense for small businesses in Oklahoma?
Combining DPC with low-cost health plan options like health sharing plans can provide comprehensive and cost-effective healthcare solutions for small businesses and their employees.
How do I claim the Small Business Health Care Tax Credit?
The tax credit can be claimed on the annual income tax return with IRS Form 8941 for for-profit businesses, while tax-exempt small businesses must file a Form 990-T tax return.
HSA for America does not provide tax advice. Employers should consult their tax advisor for full information on claiming the credit.
Can a business still claim the Small Business Health Care Tax Credit if they don’t owe taxes in Oklahoma?
Yes, even if a business doesn’t owe taxes in a particular year, the Small Business Health Care Tax Credit can be carried back to offset income tax liability from the previous year or carried forward for up to 20 years.
Are maternity benefits covered by health sharing plans in Oklahoma?
Maternity benefits are commonly included in health insurance policies and healthsharing plans in Oklahoma, covering prenatal care, labor, and postnatal care. However, some health sharing plans may have restrictions on cost-sharing benefits for children conceived outside of marriage.
What is an HRA (Health Reimbursement Arrangement) and how does it work?
An HRA is an employer-funded account that reimburses employees for qualified medical expenses not covered by their insurance plan. Employers determine what expenses are eligible and contribute funds accordingly.
Can HRAs be used alongside other coverage options like health sharing plans or individual health insurance plans?
Yes, HRAs can be used alongside other coverage options. Some small businesses choose to cancel group health insurance altogether and use HRAs to reimburse employees’ premiums for individual policies. However, HRA money cannot be used to reimburse employees directly for health sharing plan costs.
Is there any limitation on the size of small businesses eligible for these programs in Oklahoma?
The Qualified Small Employer Health Reimbursement Arrangement (QSEHRA) is only available to employers who have fewer than 50 employees. However, if you have more than 50 employees, or your company grows to have more than 50, there are other types of HRAs available to you.
You will also have an ACA requirement to provide a qualified health insurance plan for your employees, or pay a penalty. If you are on the cusp, or planning to hire your 50th full-time worker or equivalent in the near future, speak with your Personal Benefits Manager, as that could affect your plan design.
How can I determine which combination of health insurance and cost-sharing options is best for my small business in Oklahoma?
Don’t go it alone. Contact a Personal Benefits Manager who can conduct a free analysis and recommendation based on your specific needs, budget, employee census, and any pre-existing conditions that need to be considered. They can help design an optimal plan that maximizes the value for your employees while controlling costs and helping you remain competitive.
Wiley is President of HSA for America. He believes that consumers should have choice and price transparency, so they can make the best healthcare decisions for their needs. Read more about Wiley on his Bio page.