Employee Benefits for Alabama & Tennessee Employers

It depends on the carrier and plan, but most require a minimum percentage of eligible employees to enroll (especially for medical). We’ll confirm eligibility + participation rules up front and show options that fit your headcount. 

Often, yes—by fixing plan design, contributions, network/strategy, and adding the right supplemental/wellness options. 

Company name, employee count, zip codes, effective date, and whether dependents are included. If you have it: current plan summary + renewal rates. 

Yes. Many employers start with dental/vision (and sometimes voluntary benefits) and add medical when timing and budget make sense. We’ll map a phased rollout so you don’t paint yourself into a corner with participation rules later. 

Yes. I can help you stay organized around the common benefits compliance items and deadlines and coordinate what’s needed. 

Yes—renewal strategy, employee changes, carrier issues, and year-round support. 

Yes—depending on your goals and group setup. We can layer in employee-paid options and adjust contribution strategy, and for some employers a tax-advantaged approach (SIMRP) can create savings that help fund richer benefits without increasing the bottom line cost. If SIMRP isn’t a fit, we’ll stick to a traditional plan strategy.