Self Employed Benefits

Solutions for the Self-Employed

Finding affordable, reliable health coverage as a self-employed professional or very small business isn’t easy. We help you compare your options — so you can choose the right structure without overpaying or overcomplicating your setup.

Get Your PEO Alignment Score

Clear answers. No pressure.

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A disciplined PEO market review— not random quoting.

Switching providers isn’t about chasing lower headline rates. It’s about aligning pricing structure, service model, compliance support, and long-term scalability.

Five paths. One decision

Switching providers isn’t about chasing lower headline rates. It’s about aligning pricing structure, service model, compliance support, and long-term scalability.

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Option 01

PEO-Based Group Health Plans

What it is:

Partner with a Professional Employer Organization (PEO) to access group health insurance and bundled HR support.

Best for:

Small teams (5+ W-2 employees) wanting structured HR administration.

Benefits
  • Access to large-group carrier networks
  • Bundled payroll, compliance, and HR services
  • Predictable monthly administration
Considerations
  • Requires full payroll integration
  • Service fees apply
  • Minimum employee requirements
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Option 02

Association Health Plans (AHPs)

What it is:

Join an industry association to access group insurance pricing without full PEO integration.

Best for:

1–1000 employees seeking group rates without bundled HR services.

Benefits
  • Group insurance pricing through association membership
  • No payroll or HR integration required
  • Access to major carriers
Considerations
  • Availability varies by industry/state
  • Membership fees apply
  • Health questionnaires required
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Option 03

Self-Insured Plans (+ Stop-Loss)

What it is:

Your business funds claims directly while purchasing stop-loss insurance to cap risk.

Best for:

Larger small businesses with stable cash flow.

Benefits
  • Plan customization
  • Greater cost control
  • Potential long-term savings
Considerations
  • Financial risk exposure
  • Compliance complexity
  • Requires administrative oversight
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Option 04

Employer of Record (EOR)

What it is:

A third-party entity legally employs your workforce while you direct operations.

Best for:

Businesses hiring across states or internationally.

Benefits
  • Simplified compliance
  • Access to payroll and benefits infrastructure
  • Multi-state hiring flexibility
Considerations
  • Higher service fees
  • Less direct employer relationship
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Option 05

Administrative Services Only (ASO)

What it is:

A self-insured structure paired with outsourced claims administration.

Best for:

Businesses seeking flexibility with administrative support.

Benefits
  • Customizable plan design
  • ERISA simplification
  • Avoid state premium taxes
Considerations
  • Employer retains financial risk
  • Vendor coordination required
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Not every option fits every business.

Choosing the wrong structure can increase costs and create compliance risk. We evaluate five core factors before making a recommendation.

  • 5 Evaluation Points
  • Headcount and eligibility
  • Geographic footprint
  • Administrative bandwidth
  • Long-term growth plans
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Independent guidance. Clear comparisons.

We don’t push one model. We analyze your current structure, compare viable alternatives, and walk you through the tradeoffs — so you can make a confident decision.

  • Carrier benchmarking
  • Cost modeling
  • Risk analysis
  • Administrative comparison
  • Implementation guidance

Designed for

  • Self-employed professionals

  • Solo founders

  • Small business owners

  • Partnerships

  • Growing teams under 25 employees

Let’s simplify your benefits strategy.

If you’re self-employed or running a small team, we’ll help you compare your options and choose the most cost-effective path forward.

Speak to an Expert

No obligation. Just clarity.

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