Employee benefits that help you hire and keep good people
A benefits package is a strategy, not a checkbox: it lowers turnover, lifts productivity and can cut taxes for you and your team. We help you get more from every benefits dollar while meeting the needs of a diverse workforce.
Independent broker · Multiple carriers compared · Compliance and enrollment support
Build the benefits program your workforce needs
Choose what matters most to your company. We'll show the benefits to build around. Illustrative only — plan design, eligibility and contribution limits vary by employer, plan and state.
Your operation
Select everything that applies.
Coverage that typically applies
7 coverages — a starting point for a conversation, not a quote.
- Group HealthPPO, HMO and HDHP options with Rx, mental health and telemedicine — the most-valued benefit.
- Dental & VisionThe two most-requested benefits after health — high value, low cost.
- Group Life + AD&DEmployer-paid base (1–2× salary) plus voluntary and supplemental amounts at group rates.
- Short & Long-Term DisabilityIncome protection — 1 in 4 workers face a disability lasting 90+ days.
- HDHP + HSALower premiums plus a triple-tax-advantaged account employees keep.
- Alternative funding & plan designLevel-funded options and cost containment to control renewals.
- Voluntary benefits menuAccident, critical illness, hospital indemnity, pet and legal — a richer package at no employer cost.
The obligations that apply at your size
Compliance grows with headcount. Your advisor confirms exactly what applies to your plans.
ERISA — all sizes
Plan documents, SPDs, Form 5500 filings and fiduciary duty apply to most benefit plans.
HIPAA privacy and security — all sizes
Safeguards required for protected health information.
Section 125 nondiscrimination — all sizes
Pre-tax (FSA and premium) plans need a written plan document and annual testing.
WA Paid Family & Medical Leave — all sizes
A state program with employer premium and reporting obligations — coordinate it with your benefits.
COBRA continuation — 20+ employees
Employers with 20 or more employees must offer continued coverage after qualifying events.
ACA employer mandate — 50+ employees
Offer affordable, minimum-value coverage to 95%+ of full-time employees and file Forms 1094-C and 1095-C.
FMLA — 50+ employees
Up to 12 weeks of job-protected leave, coordinated with state paid leave.
What turnover is costing you
Replacing people is expensive, and strong benefits are one of the biggest levers on retention. A quick way to size it up: multiply your headcount by your annual turnover rate to get departures, then multiply by your cost to replace one employee.
For example, 120 employees at 18% turnover is about 22 departures a year. At $4,700 per replacement, that's roughly $103,400 a year in hiring and retraining. Employers with strong benefits see up to 50% lower turnover — the retention upside a well-designed program can unlock.
What a competitive package is made of
A strong program layers several benefits together. Here's what each does and what to look for.
Group Health
Medical coverage for employees and dependents, from broad-network PPOs to HDHPs paired with HSAs. Look for network breadth in your area, an HDHP+HSA option, sensible Rx tiers and strong mental-health and telehealth access.
Learn more →Dental & Vision
Dental encourages preventive care; vision covers exams and eyewear and can flag conditions like diabetes early. Look for preventive care at 100%, an orthodontia option and a real frame, lens or contact allowance.
Learn more →Life & AD&D
Group term life, usually with an employer-paid base of 1–2× salary plus voluntary amounts at group rates. Look for guaranteed-issue amounts, dependent life and portability.
Learn more →Disability
Short-term bridges the first weeks; long-term can continue for years. Look for STD replacing about 60–70% of pay, LTD about 50–60% to retirement age, mental-health parity and an own-occupation definition.
Learn more →Retirement
A 401(k), or a SIMPLE or SEP IRA for smaller employers, with a business deduction. Look for a match, a Roth option, low all-in fees and auto-enrollment.
Learn more →HSA / FSA / HRA
HSAs (with an HDHP) offer a triple tax advantage and roll over; FSAs use pre-tax dollars; HRAs are employer-funded. Consider an FSA carryover or grace period and a Dependent Care FSA.
A richer package with no direct employer cost
Employee-paid benefits at group rates that fill gaps and add real value.
Accident insurance
Lump-sum benefits for covered injuries — useful alongside an HDHP.
Critical illness
A lump sum on diagnosis of cancer, heart attack or stroke, usable for anything.
Hospital indemnity
Fixed benefits per hospital stay to cover deductibles and extra costs.
Identity theft protection
Monitoring, alerts and restoration services.
Legal services
Attorney access for wills, real estate, family law and more.
Financial wellness
Education, counseling and tools to cut debt and build savings.
Whole life
Permanent life with cash value, at group rates.
Pet insurance
Vet-expense coverage, popular with younger employees.
Gym memberships
Discounted or subsidized fitness access.
Home & auto discounts
Group rates on personal insurance through payroll deduction.
See all voluntary benefits
How a voluntary menu is set up and enrolled.
Learn more →The benefits problems we solve every day
Rising healthcare costs
Healthcare costs keep outpacing inflation, squeezing budgets and forcing hard choices between cost and coverage.
The strategy: explore alternative funding (level-funded, self-insured), add HDHPs with HSAs, run cost-containment programs and compare multiple carriers. Smart plan design controls cost while keeping coverage valuable.
Low employee engagement
Employees often don't understand or use their benefits, so you pay for value that never lands.
The strategy: communicate year-round, not just at enrollment; offer decision-support tools, host education sessions and measure engagement.
Compliance complexity
ACA, ERISA, COBRA, HIPAA and FMLA are demanding, and mistakes bring penalties, audits and lawsuits.
The strategy: work with advisors who track requirements, build systems for notices and deadlines, audit regularly and document everything. Proactive compliance costs far less than remediation.
One-size-fits-all programs
A package built for one demographic misses others, driving dissatisfaction and turnover among the people you want to keep.
The strategy: offer choice — multiple plan options, voluntary benefits and FSAs. Survey employees and design for generational and life-stage differences.
Administrative burden
Enrollment, eligibility, billing, compliance and employee questions crowd out HR's strategic work.
The strategy: use technology for enrollment and self-service, consider outsourcing routine tasks, and work with a broker who provides implementation and service, not just a quote.
No competitive benchmarking
Most employers don't know how their benefits compare with competitors, so they can't put limited dollars where they matter most.
The strategy: benchmark regularly against peers and local competitors, learn what candidates expect, and invest in the benefits that move recruitment and retention.
What we bring to your benefits program
Market analysis
We compare multiple carriers for the best mix of coverage, cost and service.
Strategic planning
A multi-year benefits strategy aligned to your goals, budget and workforce, not a one-year scramble at renewal.
Compliance support
ACA, ERISA, COBRA, HIPAA and FMLA requirements tracked and explained.
Learn more →Employee communication
Enrollment support and year-round education so employees understand and value what you provide.
Year-round service
Help beyond renewal — claims issues, employee questions and backup for your HR team.
Local since 1992
Helping Pacific Northwest employers build competitive programs for more than three decades.
Ready to strengthen your benefits program?
Our complimentary review looks at your whole program to find ways to improve coverage, reduce cost and better support your people. No obligation.
This page, including the program builder and turnover example, is for general education only and is not insurance, tax or legal advice, a statement of coverage or an offer. Statistics are illustrative industry figures; contribution limits, plan features and compliance obligations vary by year, plan, employer and state and are confirmed by a licensed advisor. Coverage is subject to plan and policy terms, conditions and exclusions.