Between the ACA subsidy cliff, rising 2026 employer health costs, newly indexed ESRP penalties, a GLP-1–driven pharmacy spend squeeze, and a growing price-transparency crackdown, the ground is shifting fast for brokers. Below are five developments to watch, what changed, how each one hits your book.

ACA Subsidy Cliff: Extension Push Heats Up

House GOP bill introduced last week would extend the enhanced ACA premium tax credits for one year, while Senate Democrats are pressing insurers to warn members about potential premium spikes if subsidies lapse. The politics are fluid, but both chambers are now openly engaging the issue [Politico] [Axios]

Why it matters for brokers:

• Build two scenarios for Jan 1 renewals: with vs without the enhanced credits.
• Expect client questions on 2026 premiums and subsidy eligibility.
• Prep outreach lists for members most exposed to subsidy changes.

2026 Employer Health Costs: Another Big Jump

Health costs are set to climb again in 2026. Employer forecasts point to 6–7% growth even after plan changes and close to ~9% without them. The push comes from specialty pharmacy (GLP-1s included), higher utilization, and provider wage inflation. For brokers, that means earlier budget talks and a tighter playbook on plan design, funding, and vendor levers. [Reuters]

Why it matters for brokers:

• Socialize plan-design trade-offs early (networks, steerage, site-of-care).
• Pair cost control with behavioral health access and COE programs to avoid false savings.
• Use trend data to justify multi-year funding strategies (level-funded, captives, stop-loss optimizations).

Employer Mandate (ESRP) Penalties: 2026 Amounts Updated

As shared in the newsletter last month, the OBBBA is causing some big industry shake ups. The IRS indexing lifts the Affordable Care Act §4980H employer shared-responsibility penalties for 2026 to $3,340 (a-penalty) and $5,010 (b-penalty) per affected employee. [Thomson Reuters Tax]

Why it matters for brokers:

• Re-run pay-or-play models for ALEs; small affordability misses get more expensive.
• Tighten measurement & offers (95% rule, dependents) and validate affordability safe harbors.
• Align with payroll/HRIS on Form 1095-C data quality to avoid Letter 226-J surprises.

GLP-1 Whiplash + Pharmacy Trend: Cost Pressures Are Real

GLP-1s are now the top pressure point in pharmacy trend. Employers report pharmacy at roughly 24% of total spend, with Rx costs projected to rise 11–12% into 2026. At the same time, coverage is tightening—TRICARE For Life ended coverage for obesity-only GLP-1s as of Aug 31. This is a signal that more plans may add guardrails like prior auth, step therapy, or outcomes programs. Expect continued volatility in access, cost, and member expectations.[Business Group on Health ]

Why it matters for brokers:

• Prepare GLP-1 coverage grids (obesity vs diabetes indications, PA rules)
• Negotiate transparent PBM contracts (guaranteed net cost, audit rights, utilization levers)
• Educate members on clinical eligibility + alternatives (i.e weight-management programs, Centers of Excellence) to manage demand responsibly.

Price Transparency Crackdown: Fines & New Mandates Proposed

A bipartisan Senate bill—the Patients Deserve Price Tags Act—would codify hospital price transparency rules, raise non-compliance penalties, expand requirements to other sites of care, and push payers to offer real-time cost tools for members. [Health Leaders Media]

Why it matters for brokers:

• More usable price data supports steerage strategies (HPCNs, COEs, ambulatory migration)
• Real-time OOP tools improve member decision-making and your client reporting.
• Watch for plan & PBM disclosure duties that may add to employer fiduciary work.

The post 5 End of Summer Broker Alerts: Subsidies, GLP-1s, Penalties & More appeared first on Sana Benefits.

A key component, Title II: The American Healthcare Choices Act of 2025, embeds deregulation and tax changes directly affecting benefits markets—elevating broker roles from compliance facilitators to strategic advisors in a competitive landscape. [Congress]

This blog breaks down what’s changing, compares the “before” vs. “after,” and highlights what it means for your clients and commissions.

The ACA and CAA era was about compliance. This next chapter? It’s all about open competition. And as a broker, your role is about to evolve—fast.

Medicaid Changes

The bill’s Medicaid overhaul introduces stricter eligibility rules, including work and income verification requirements. While this shrinks public coverage rolls, it also creates a surge of newly uninsured individuals—many of whom will turn to brokers for help finding new plans.

Before:
Brokers rarely engaged with Medicaid enrollees, as most were covered automatically or through government outreach.

After:
New rules require verification of income and work status, pushing ~7.8 million people off Medicaid by 2034 [KFF]. Many will seek individual ACA coverage, employer-sponsored plans, or short-term options—markets where brokers are essential.

This is a massive opportunity for brokers:

• Displaced enrollees will need help evaluating ACA, ICHRA, short-term, or employer-sponsored options.
  
• State-to-state variations mean local expertise will matter more than ever.
  
• Brokers who proactively build Medicaid offboarding funnels and outreach campaigns can grow their book significantly—especially in rural and low-income markets.

Why Brokers should care:

Medicaid may not have been your market before. But starting now, it absolutely is.

ACA Marketplace Shifts

The ACA isn’t going away, but it’s changing fast. From disappearing subsidies to shortened enrollment windows and heightened fraud enforcement, brokers who rely on marketplace sales must prepare for leaner margins, faster deadlines, and higher compliance standards.

Before:
ACA plans offered enhanced subsidies, broad access, and a long open enrollment season through January 15.

After:

• Subsidies disappear end of 2025, with premiums expected to rise 15–20% [Vox]
  
• Open enrollment ends December 15, cutting the window by 30 days [Enroll Insurance]
  
• Brokers face audits: CMS already suspended 850+ agents for improper enrollments [Washington Post]
  

Why brokers should care:
Expect a surge in client questions, tighter eligibility rules, and an uptick in compliance headaches.

Employer-Sponsored Plans & Telehealth

Employers offering high-deductible plans just got a win: telehealth pre-deductible coverage is now permanently allowed. This change makes HDHPs more flexible—and gives brokers new value to spotlight when designing or pitching group plans.

Before:
The IRS telehealth “safe harbor” for HDHPs had expired in 2024, limiting coverage flexibility.

After:
The bill makes the safe harbor permanent and retroactive to January 1, 2025 [Senior Market Sales].

Why brokers should care:

This opens the door for employers to offer first-dollar telehealth without jeopardizing HSA eligibility—an attractive benefit for cost-conscious groups.

Rural Hospital & Provider Landscape

Rural healthcare access has long been fragile. With new funding allocated to rural hospitals—but deep Medicaid cuts still on the table—the stability of networks in less populated areas remains uncertain. Brokers in these regions should stay alert to shifting coverage landscapes.

Before:
Rural providers were under threat from ongoing Medicaid underfunding and provider consolidation.

After:
A $50 billion Rural Hospital Fund aims to stabilize care access [Health Action Council]. But Medicaid cuts may still undermine rural coverage in the long term.

Why brokers should care:
Brokers in rural markets must stay in tune with network shifts, hospital partnerships, and potential plan exits.

Administrative & Compliance Burden

This bill doesn’t just reshape coverage—it increases scrutiny. With new verification rules and aggressive oversight, brokers now face a heightened risk of audits and suspensions. Operational discipline and documentation have never been more important.

Before:
Brokers dealt with income checks mainly on the ACA side. Medicaid enrollment was largely passive or state-managed.

After:
Both Medicaid and ACA now carry stricter verification requirements and heavy broker oversight. CMS is actively auditing agents and suspending licenses for noncompliance [Washington Post].

Why brokers should care:
Broker operations must modernize. Compliance systems, documentation protocols, and staff training are no longer optional.

Key Broker Takeaways:

These policy shifts aren’t abstract—they directly affect a broker’s book of business. Whether you sell individual ACA plans, worksite benefits, or group coverage, the One Big Beautiful Bill brings both risk and opportunity. This section breaks down the big takeaways—and what smart brokers should do next.

• ~7.8M clients leaving Medicaid will need new plans
  
• ACA premiums rise sharply post-2025
  
• Enrollment window tightens (Dec 15 deadline)
  
• CMS audits rising — documentation matters
  
• Telehealth safe harbor boosts HDHP flexibility
  
• Rural funding helps, but Medicaid gaps may widen

The post Broker Pivot: The “One Big Beautiful Bill” Era is here. appeared first on Sana Benefits.

This ultimate guide will help small employers understand how to manage small business health insurance in Indiana, including:

• Health insurance regulations for employers in Indiana
• Small business health insurance costs in Indiana
• Indiana’s modern and legacy health insurance companies for small businesses
• Getting quotes for group medical insurance in Indiana
• Group health insurance brokers in Indiana

Any small business owner knows that their employees are their most valuable asset. However, they may not realize just how instrumental offering small business health insurance in Indiana can be in drawing and retaining skilled employees.

According to a 2020 survey conducted by Group Risk Development (GRiD), 32% of employees state that employee benefits are as important to them as salary. And 62% would even accept a lower salary in exchange for better benefits, with health insurance the number one benefit that employees wanted.

Indiana state regulations for health insurance

According to Indiana’s small employer group health insurance law, small employers are not required to provide health insurance for their employees.

Any business structure can be considered a small employer, including a(n):

• Person
• Firm
• Corporation
• Limited liability company (LLC)
• Partnership
• Association actively engaged in business

To qualify as a small employer, an Indiana business must have employed between 2 and 50 full-time employees (FTEs) on at least 50% of the working days during the preceding calendar year, and the majority of the employees must have worked in Indiana.

FTEs are employees who work at least 30 hours each week. This includes sole proprietors, a partner in a partnership, and owners of an S corporation. Substitute, temporary, and seasonal employees are not considered full-time employees.

In Indiana, small businesses can provide health coverage to their employees through the Small Business Health Options Program (SHOP).

Tax credits for small business health insurance in Indiana

Small employers offering SHOP to their employees might be eligible to receive a substantial federal tax credit. The government may cover up to 50% of premium contributions for small businesses (up to 35% for non-profits).

Businesses must fulfill the following criteria to be eligible for the tax credit:

• Their business should have 25 or fewer full-time equivalent employees.
• They must offer SHOP coverage to all FTEs.
• They must enroll at least 70% of their FTEs in SHOP insurance plans.
• They must have a physical work location in Indiana.

The cost of health insurance in Indiana for employers

KFF, a leading health policy non-profit organization, issued state-specific premiums reports from 2021 which showed Indiana’s average annual premiums were $7,635 for single coverage and $21,281 for family coverage. Therefore, Indiana’s typical yearly premiums for employer-sponsored health coverage are lower than the U.S. average, which is $7,911 for individual coverage and $22,463 for family coverage.

Employers contributed close to 77% of the premiums for single healthcare plans and 73% for family healthcare plans.

Average annual premium for single coverage in Indiana

Average annual premium for family coverage in Indiana

Best health insurance for Indiana small businesses

Several health insurance companies offer plans tailored to small businesses and each comes with unique advantages.

Modern insurance companies serving small businesses in Indiana

An array of modern, innovative insurance companies are bringing a fresh perspective to the small-group health insurance industry. These trailblazers focus their energy on crafting health plans designed for small businesses through level-funded health plans and an emphasis on increasing healthcare value.

Level-funded health plans are a cost-effective solution for many small businesses. Small businesses pay only for the actual healthcare their employees actually use, in addition to a few fixed administrative charges.

This approach can save small businesses from spending exorbitantly on high premiums for benefits that might remain unused. Furthermore, stop-loss insurance protects employers if claims costs go over a certain limit.

Another key focus for modern insurers is enhancing healthcare value through investments in accessibility, quality, and transparency, rather than sticking with outdated models that focus on acute condition care and sky-high reimbursement rates. 

With this approach, modern insurance companies are spearheading the transition to a system that incentivizes quality care, cost savings, and healthier patient outcomes.

Sana

Sana is an excellent modern insurance company for small- to medium-sized businesses (SMBs) in Indiana with a workforce of 5 to 300 employees.

Sana tackles typical challenges small businesses face regarding health insurance through:

• Comprehensive coverage: Extensive health plans incorporate medical, vision, and dental care.
• Complimentary care: Convenient, modern providers are available for everything from telehealth to complex procedures — all at little or no cost to members.
• Fair pricing: Self-funded plans mean you only pay for what you use — providing significantly lower premiums for healthy groups.
• Flexible nationwide network: Employees can go to over 1.7 million provider locations, plus visit providers outside the network with no out-of-network fees.
• Simplified benefits administration: Plan management is a breeze with functions like easy open enrollment, invoice reconciliation, employee addition and removal, and claims expenditure viewing.
• Reliable support: A reliable, empowered support team is always on standby and reachable via phone, chat, or email, ensuring a swift response.

PHP Indiana

Physicians Health Plan of Northern Indiana (PHP) is a non-profit employee benefits company. As the third-largest insurance company in Indiana, they provide small employer groups with a variety of affordable benefit packages, including:

• Medical
• Dental
• Vision
• Life
• And more

They also offer level-funded health plans, point-of-service (POS) benefit plans, and health maintenance organization (HMO) benefit plans.

Legacy carriers of small business health insurance in Indiana

Anthem and UnitedHealthcare are the top two legacy carriers in Indiana. These corporate giants extend their services to businesses of all sizes, making them a feasible alternative for SMBs in Indiana.

Anthem

Anthem provides HMO, POS, health-saving account (HSA)-compatible plans, and preferred provider organization (PPO) plans to meet different budgets and needs. They also feature one of the broadest provider networks in the nation, secure online tools, and valuable resources like wellness and virtual care programs.

UnitedHealthcare

Much like Anthem, UnitedHealthcare offers employers a vast provider network and resources like online tools, virtual care, and wellness programs. They also offer level-funded plans for small businesses.

Getting quotes for group medical insurance in Indiana

Employers can find group medical insurance quotes in Indiana through various platforms, such as:

• Online quote comparison tools
• A health insurance agent or broker
• The SHOP marketplace

Alternatively, they can request a quote with Sana.

Group health insurance brokers in Indiana

Indiana-based small businesses can partner with a group health insurance agent for hands-on help dealing with the intricacies of small group health insurance.

Armed with comprehensive industry knowledge, an understanding of local and federal regulations, and an appreciation for the unique requirements of small businesses, these licensed experts can guide businesses in finding the most fitting and cost-efficient health insurance in Indiana. Ideally, the brokers will not only assist in finding the right coverage but also aid businesses in saving money via level-funded plans, fair pricing, and cost containment strategies.

Several Indiana broker finders are available to aid small businesses in finding the best agent, including the following:

• Find Local Help on Healthcare.gov
• The Society for Human Resource Management (SHRM)’s Broker Finder
• Employer Advisor

Employers can also visit the Sana plans page to find more information about Sana Benefits.

Indiana small business health insurance FAQs

The post Small business health insurance in Indiana: The ultimate guide appeared first on Sana Benefits.

• Wisconsin employer health insurance laws
• Costs of Wisconsin health insurance for small businesses
• Modern small business health insurance companies in Wisconsin
• Legacy small business health insurance companies in Wisconsin
• Group medical insurance brokers in Wisconsin

Providing health insurance is a key factor in attracting and retaining top talent in today’s competitive job market. According to a 2022 Willis Towers Watson survey, 48% of employees stated that health and retirement benefits were a key reason to join a company, and 60% said those benefits were a key reason to stay with a company.

Offering health insurance comes with numerous other advantages, such as a positive work environment, improved employee morale, increased employee productivity, and improved overall efficiency.

Wisconsin state regulations for health insurance

According to Wisconsin law, small employers can choose whether or not they offer health insurance to their employees. 

In Wisconsin, a small employer is defined as a business with 2 to 50 eligible employees. According to the Affordable Care Act (ACA)’s employer shared responsibility provision, larger businesses with 51 or more full-time employees are required to provide insurance to at least 95% of their eligible employees.

An eligible employee is anyone who regularly works 30 or more hours per week on a permanent basis. Eligible employees include employees covered under the health benefit plan, including:

• A sole proprietor
• A business owner
• A business partner
• A member of a limited liability company (LLC)

Contract workers, temporary workers, and those who work less than 30 hours a week are not full-time employees.

Small employers may also offer coverage to part-time employees who work less than 30 hours a week on a permanent basis. If they choose to do so, they must offer coverage to employees without discrimination.

Tax credits for small business health insurance in Wisconsin

Small employers that provide medical insurance in Wisconsin may qualify for a federal tax credit through a small business health options program (SHOP). The government may cover up to 50% of premium contributions for for-profit businesses, and up to 35% for tax-exempt non-profit businesses.

To qualify for the tax credit, they must meet several stipulations:

• Have less than 25 full-time employees making about $56,000 per year or less
• Pay at least 50% of their full-time employees’ premium costs
• Offer SHOP coverage to all full-time employees

The cost of health insurance in Wisconsin for employers

Wisconsin’s typical annual premiums for employer-sponsored health insurance are slightly lower than the U.S. average, which is $7,911 for individual coverage and $22,463 for family coverage. According to KFF’s state-specific premiums reports from 2021, Wisconsin’s average annual premiums were $7,254 for individual coverage and $21,166 for family coverage. Employers contributed about 72% of the premium for single insurance plans and 74% for family insurance plans. 

Average annual premium for single coverage in Wisconsin

Average annual premium for family coverage in Wisconsin

Best health insurance for Wisconsin small businesses

Many health insurance companies cater specifically to small businesses, and they each have their own unique offerings, advantages, and features. Exploring each option will help you make an informed decision when selecting the best health insurance plan for your Wisconsin small business.

Modern insurance companies serving small businesses in Wisconsin

A variety of innovative modern insurance companies are emerging to challenge the small business health insurance market. They focus specifically on creating health plans tailored for small businesses. 

Many modern insurance companies utilize level-funded health plans, which offer the most cost-effective solutions for small businesses. Level-funding means that small businesses only pay for the healthcare their employees use, plus some fixed administrative fees.

Small businesses save money they’d otherwise spend on high premiums for potentially unused benefits. In addition, stop-loss insurance safeguards the employer if employee health expenses ever exceed a certain threshold.

Modern insurance companies also focus on improving value-based care instead of traditional fee-for-service models. This patient-centric approach to care focuses on delivering high-quality, efficient, and cost-effective services to patients. At its core, it aims to improve patient outcomes while reducing overall healthcare costs by emphasizing:

• Preventive measures
• Effective management of chronic conditions
• Coordinated care among healthcare providers

Modern companies are pioneering the transition from a model that pays providers based on the volume of services rendered to a system that rewards providers for delivering quality care and achieving positive patient outcomes.

Sana

Sana is an excellent modern insurance option if you’re a small or medium business (SMB) owner in Wisconsin with 5 to 300 employees.

We address common problems for small businesses when it comes to health insurance through:

• Accurate pricing: The pricing of our self-funded plans is directly related to your expected cost of claims. If your group is expected to have low healthcare costs, you’ll see significantly lower premiums.
• Comprehensive coverage: Our comprehensive health plans include medical, dental, and vision coverage.
• Free best-in-class care: We work with over a dozen partners providing $0 best-in-class healthcare services, such as maternity, virtual care, imaging, labs, physical therapy, and more.
• A large, national PPO network: Your employees get access to over 1.7 million provider locations, plus the flexibility to see providers outside of the network — all without ever being charged out-of-network fees..
• Easy benefits administration: We make plan management easier than ever before through our intuitive admin toolkit. You can breeze through open enrollment, reconcile invoices, add and remove employees in real time, and easily view your claims spend — all in one easy-to-use dashboard.

And if you have any questions or problems, our fast, dependable support team is always available. You can get in touch with us via chat, phone, or email and get a response in minutes.

Legacy carriers of small business health insurance in Wisconsin

Legacy insurance carriers are well-established, large-scale insurance companies with a long history in the industry. They offer insurance for businesses of all sizes, making them a viable option for SMBs. The top three companies offering small business health insurance in Wisconsin are United Healthcare, Quartz Health, and Anthem.

United Healthcare

United Healthcare offers level-funded plans and a dedicated team of licensed service advisors. They also have a broad provider network and additional resources like virtual care, online tools, and wellness programs.

Quartz Health

Quartz Health provides a diverse array of Wisconsin health insurance plans and services, including health maintenance organization (HMO) and point of service (POS) plans. They partner with an extensive network of healthcare providers and offer resources such as online tools and wellness programs.

Anthem

Anthem provides HMO, preferred provider organization (PPO), and health savings account (HSA)-compatible plans to suit various needs and budgets. Much like the other legacy companies, they have a vast network of healthcare providers. They also offer valuable resources like virtual care, wellness programs, and online tools.

Getting quotes for group medical insurance in Wisconsin

You can get quotes for group medical insurance in Wisconsin in several ways, including:

• Utilizing online quote comparison tools
• Visiting the SHOP Marketplace
• Consulting with a health insurance broker or agent

You can also get a quote with Sana today.

Group health insurance brokers in Wisconsin

Partnering with a group health insurance broker can be an effective way for small businesses in Wisconsin to navigate the complex world of group health insurance.

These licensed professionals have in-depth knowledge of the industry, local regulations, and the specific needs of small businesses. So they can help you find the most suitable and affordable health insurance in Wisconsin. The best brokers also serve as your advocate, helping you save money through value-based payment models and level-funded plans.

To find the best agent for your small business, you can use a Wisconsin broker finder such as:

• Mployer Advisor
• Wisconsin Health Agents
• The Society for Human Resource Management (SHRM)’s Broker Finder

Alternatively, you can go directly to our Sana plans page to learn more about Sana Benefits.

Wisconsin small business health insurance FAQs

The post Small business health insurance in Wisconsin: The ultimate guide appeared first on Sana Benefits.

This guide will cover all the information you need in order to decide, including:

• Laws regarding Arizona small business health insurance
• Costs of Arizona small business health insurance
• Modern health insurance companies in Arizona
• Legacy health insurance carriers in Arizona

More than half of American employees say health insurance is the main workplace benefit affecting whether they like their job. Employee surveys also show that companies offering comprehensive employer-provided healthcare are more likely to attract and retain employees. 

Arizona state regulations for health insurance

Arizona state regulations regarding health insurance follow the standards set by the federal government through the Affordable Care Act. Additionally, small businesses offering health insurance in Arizona might be eligible for a tax credit.

The Affordable Care Act

According to federal mandates under the Patient Protection and Affordable Care Act (PPACA), any company with 50 or more full-time employees does not qualify as a small business and must provide affordable healthcare benefits or risk facing federal fines. 

Smaller companies (between 2 and 50 employees) can choose whether to offer health insurance in Arizona. So, Arizona small business employees may or may not be offered health insurance through their employer. 

If they do, these company-sponsored plans must meet certain criteria to ensure they’re affordable. According to the PPACA, employees can spend up to 9.12% of their household income on monthly premiums. Additionally, benefits in employer-sponsored plans must be equal to those found in the bronze-level plans on the Arizona exchange.

Small business health tax credit

Many companies earn a tax credit for providing health insurance. For businesses to qualify, they must have 25 or fewer full-time employees, contribute at least 50% toward employee coverage, and pay an average annual wage of $50,000 or less.

Qualifying small businesses receive a federal tax credit of up to 50% of employee medical, vision, and dental insurance premiums. Tax-exempt organizations may receive a credit of up to 35%. Small businesses with fewer than ten full-time employees and average annual wages of $25,000 or less may qualify for the full tax credit.

The cost of health insurance in Arizona for employers

The Kaiser Family Foundation (KFF) 2022 Employer Health Benefits Survey breaks down national numbers, showing how much Americans pay for health insurance premiums with company-sponsored plans.  Nationwide in 2022, employees contributed, on average, 17% of the premium for individual plans and 28% for family plans.

Here’s how those numbers compare with Arizona’s state-specific data from the 2021 KFF report:

Average annual premium for single coverage in Arizona:

Average annual premium for family coverage in Arizona:

Best health insurance for Arizona small businesses

There are plenty of options when it comes to insurance companies. To make the best choice, let’s first understand the difference between modern and legacy companies and what that means for small business success.

Modern insurance companies serving small businesses in Arizona

A new generation of modern insurance companies has been challenging the status quo of how Arizona small businesses provide health coverage. Two main ways these companies differ from the old guard are level-funded plans and value-based care. Through these strategies, modern insurance companies have created a win-win paradigm. Employees get comprehensive insurance plans and small businesses get more cost-effective options.

• Level-funding: This means that small businesses agree to pay part of their employees’ healthcare coverage costs through a fixed monthly amount (or level premium) that goes into a claims fund. The employees’ claims are paid from that fund each month, with any overage being covered by stop-loss insurance. Like traditional fully funded insurance plans, it has the advantage of predictable monthly premiums. Unlike fully funded plans, it allows small businesses to (a) get a refund or credit for unused claims fund dollars and (b) to reduce their health insurance cost in future years by maintaining lower costs in the current year (something not allowed in fully funded plans).
• Value-based care: Traditionally, the healthcare/health insurance system has put little focus on the relationship between healthcare price and quality. But many modern health insurance companies are focused on increasing the value their customers get from each healthcare dollar spent. Whether that’s using capitated payment models, referenced-based pricing, or health outcome-based models, they are challenging the traditional hugely inflated “discounted network prices” that legacy carriers have relied on.

Several modern companies in Arizona, including Sana and Oscar Health, have already adopted these ideas and are making waves in the industry. However, only one company offers services explicitly tailored to the needs of small business owners.

Sana Benefits

Sana is the top option for small companies in Arizona looking to start offering health insurance.

We believe in putting employees first and understand this mindset to be critical for a company’s future success. We want everyone to understand how healthcare coverage works, and our philosophy is that it should be accessible and affordable for all. Through a range of healthcare plans, we make sure employees’ needs are met, and that there’s comprehensive care available for every budget.

Some of Sana’s standout features include:

• Flexible network coverage: The ease and versatility of Sana’s coverage model make you wonder how anyone deals with anything else. Sana will work with any provider, even those outside of the Sana network, allowing members to see their preferred providers without ever paying out-of-network fees.
• Cost savings: Since 2018, Sana has helped small businesses save over $320 million in medical billing. Businesses saved $180 million using Sana in the past year alone. That saves Sana customers a lot of money in year one, but since their level-funded plan pricing is based on their own claims, it also gives them lower premiums in future years.
• Free services: Sana’s care partners also provide various free options, ranging from virtual primary care, pediatrics, and mental health to lab work and imaging.

Sana was designed to make plan management easier. And when questions arise, a responsive customer support team is always available.

Legacy carriers of small business health insurance in Arizona

Legacy insurance companies are another option. Legacy carriers have been around for decades and offer insurance for companies of all sizes. The top three companies currently offering small group insurance in Arizona are United Healthcare, Blue Cross Blue Shield of Arizona, and Humana. Here’s a brief overview of each:

• Humana provides individual and family plans, employer-sponsored plans, and Medicare plans. Their network offers diverse health and wellness programs, catering to the needs of various customer segments, from individuals and families to employers and government-sponsored programs.
• United Healthcare offers similar options with individual and family, employer-sponsored, and Medicare plans. They have an extensive network of healthcare providers with additional programs, including virtual care options.
• Blue Cross Blue Shield of Arizona offers various health plans for individuals, families, and businesses in the state. They have a massive network of healthcare providers, offering health and wellness programs, including virtual care, chronic disease management, and preventive care.

 Check out how Sana compares to BCBSAZ.

Getting quotes for group medical insurance in Arizona

One way to obtain health insurance in Arizona is through government programs like the Arizona Health Care Cost Containment System (AHCCCS). Another way is buying it directly through HealthCare.gov, the federal health insurance marketplace known as the “exchange.”

Contacting companies through the Arizona’s marketplace exchange is one way to get a quote for group medical insurance plans. Once you have multiple quotes, using online services to compare costs and benefits is also a good idea.  

However, the most common way for Americans to get health coverage is through their employer or that of a spouse or parent. These are known as employer-sponsored group plans.Sana is perfect for any company that has between 2 and 300 employees. If you’re ready to make the switch and want to see if Sana is right for your Arizona business, get a quote today.

Arizona small business health insurance FAQs

The post Buying small business health insurance in Arizona: The ultimate guide appeared first on Sana Benefits.

These conversations offer a glimpse into how small businesses think about employee benefits and navigate HR challenges in the post-COVID era. 

We interviewed Rebekah Francis, Vice President of Human Resources at Mushie — a modern baby brand that creates “thoughtfully designed products that bring calm to parenthood.” Mushie is based in Houston, TX and has 30 employees: 18 in-office and 12 in the warehouse. 

With twelve years of HR experience, Rebekah is an expert in helping companies set up their HR functions and choose the benefits that will have the most positive impact on company culture. When she joined Mushie in 2021, she was tasked with building a benefits package from scratch and implementing HR practices that would allow the company to scale up from its then-tiny team.

In speaking with Rebekah, we were particularly inspired by her hands-on approach to benefits management. Keep reading to discover how she went about choosing the most helpful benefits for Mushie’s specific employee population, how she educates employees on their benefits, and what advice she’d give to fellow small business HR leaders.

Employee-first benefits selection

Rebekah’s health insurance advice for small business leaders is simple: “If you’re going to make this investment, start with your employees first and figure out what you need.”

But in this case, simple doesn’t mean easy… Figuring out what your employees need takes real and consistent legwork. It can also be a moving target as your employee population grows and changes. 

“Making sure you understand who your people are and what their needs are” can take many forms, but for Rebekah it began with observing Mushie’s employee demographics on the whole. She noticed that most of Mushie’s employees were in their twenties, just starting out in their careers. So she knew that in order to get enough buy-in from the team to be eligible for a group health plan, she’d have to find cost-effective plan options and educate employees on the value of having high-quality health insurance as a young, healthy person. 

Next, it was time to choose a health plan that met their needs. Rebekah conducted one-on-one conversations with employees to explain to them what types of plans the company could offer and how the company would share the cost of each. 

“In some instances, I have even developed potential financial scenarios, which help an employee see what the impact would be to their paycheck.”

She ended up choosing Sana as Mushie’s health benefits provider because it offered the healthcare value she was looking for: plans at a price point her employees were comfortable with, while still including a robust suite of “extras” — such as virtual care, mental health coverage, health coaching, and more for $0 on most plans. 

Now, when considering new benefits to add to the package in addition to Sana’s offerings, Rebekah sends out surveys so the team can vote on their preferences. This helps her choose the benefits that provide the greatest impact to the population as a whole. 

She’s found that sometimes the easiest benefits to offer are the most appreciated — for instance, the Mushie team jumped at the opportunity to opt in to dental insurance. For many, it was their first time having it. 

“The last thing you want is to spend money on something that is not helpful to the population you have.”

Continual benefits education for employees

After choosing and implementing the right benefits for the group, Rebekah knows that the key to successful benefits administration is “helping your team use the benefits that are given to them.”

Why? Because benefits are only valuable when they’re used. 

It’s HR’s responsibility to remind employees of the benefits available to them and educate them on how to use them. This is especially true of benefits and perks that are no-cost to employees. It’s easy to forget about the benefits that don’t have a direct impact on your paycheck. 

Rebekah also takes it upon herself to teach Mushie’s employees — who skew younger and may not have a lot of employer-sponsored healthcare experience — health insurance basics. 

“I suggest scenarios that could apply under each plan type to ensure an understanding about ‘what could happen if’ for each [health plan] option and make sure they are aware of the basics between premium, deductible, co-pay, out of pocket max, etc.”

At the end of the day, Rebekah works hard to make benefits real for her team — by explaining their real cost, describing their real utility, and helping employees appreciate their real value. She wants everyone’s needs to be supported both at work and outside of work, and she knows that high-quality, highly utilized benefits are one of the most powerful tools in the HR leader’s arsenal. 

Related: 4 best health insurance options for small business in 2023

The post Small businesses with benefits: Mushie appeared first on Sana Benefits.

These conversations offer a glimpse into how small businesses think about employee benefits and navigate HR challenges in the post-COVID era. 

We interviewed Jonathan Windham, Founder and CEO of Blackhawk Digital Marketing, a digital marketing agency in Austin, TX.

The Blackhawk team tripled in size during the pandemic and now has about 50 employees. As they’ve rapidly grown their business, Windham and his wife Sarah have always kept their mission top of mind: They strive to make Blackhawk the #1 place for digital marketers to build their careers. 

How do they do it? By putting people first, always. 

Read on to learn how Blackhawk’s dynamic company culture and fantastic employee retention are fueled by their employee-centric approach to benefits and career development.  

Employee benefits program guided by Maslow’s Hierarchy of Needs

Maslow’s Hierarchy of Needs is a seminal psychological concept stating that our actions as humans are motivated by the need to fulfill certain basic needs before moving on to more advanced needs. Maslow believed that humans possess an innate desire to be self-actualized, or the best that we can be — but that more fundamental needs such as food, shelter, and a sense of safety must be met first. 

Windham and his wife set out to design an employee benefits program that supports every tier of Maslow’s pyramid. This has meant adopting a broad definition of ‘benefits’ and enhancing people policies as the company grows. As Blackhawk’s Careers page states, “For us, benefits go way beyond healthcare and PTO. Working at Blackhawk means being valued, supported, cared for, appreciated, and celebrated. Always.”

To support physical needs, Blackhawk covers 100% of medical, dental, and vision coverage for employees. According to Windham, caring for people’s health and wellness “is the best thing you can do for someone — it’s the most basic human need.”

A 401K with company matching contributes to a sense of financial security for employees. To ensure a positive working environment, employees receive an annual remote work stipend. Paid time off for volunteering allows employees to give back to their communities. Team events, birthday celebrations, happy hours, and taco parties support employees’ social needs. And the list of benefits goes on. 

Blackhawk is a longtime Sana client and, through our partners, is able to offer a suite of wellness benefits that most employees can use for $0 — such as virtual primary care via PlushCare, virtual mental healthcare via Ginger, and virtual health and nutrition coaching via Vida. Windham proactively organizes benefits-focused seminars so that his employees know these benefits are available to them and how to use them. 

“We’ve been super happy with Sana’s alignment to the current [company] culture… They match who we are and what we want to be about.”

Employee development program designed to cultivate leaders

Blackhawk’s retention is extremely high. Why? Because of what Windham describes as a “strong development culture” that accelerates career growth faster than anywhere else. 

The first pillar of Blackhawk’s culture of development is not hiring employees at the senior level. Instead, Windham hires employees below the senior level with the intention of developing them into leaders in-house. During the hiring process, he makes sure that candidates’ values align with those of the company: They must demonstrate ambition, loyalty, leadership, trust, truth, and humility in order to thrive and grow at Blackhawk. 

The second pillar is being proactive about asking employees what they need and what their goals are. Windham sits down with his team multiple times a week to ask them what they need in order to accelerate their growth — and he acts on their feedback. According to Windham, employees can achieve a decade’s worth of career development in less than half that time at Blackhawk, which makes them want to continue growing at the business. 

Given Blackhawk’s people-centric ethos, it’s no surprise that Windham’s favorite thing about small business ownership is the people on his team. 

And, when we asked him what advice he would give to other business owners, he said that people are the asset business owners have the most influence over — so it’s important to “understand how valuable that is to the company” and to make employee retention the driving force behind business decisions. 

Related: 5 free employee retention strategies for small business owners in 2022

The post Small businesses with benefits: Blackhawk Digital Marketing appeared first on Sana Benefits.

If you are in the market for small business health insurance in 2023 — whether you’re a first-time buyer or a dissatisfied customer looking to switch insurers — keep reading. We dive into the pros and cons of the four most popular options, offering insight into why you’d choose one over the other.

Best for employers who want a turnkey HR solution: PEOs

Professional employer organizations (PEOs) are organizations with which employers can enter into co-employment arrangements. In other words, small businesses can pay PEOs to become the official employer of record for multiple small groups.

This enables small employers to outsource their human resources (HR) functions to the PEO. It also enables the PEO to group multiple small businesses together to secure large-group health insurance rates, which can be lower than those an individual small business would be able to secure on its own. 

For their services, PEOs either charge a fixed percentage of a small business’ payroll (2% to 12% on average), or a flat fee per employee per month. 

PEOs are an appealing option for small business owners who do not have an in-house HR department to handle tedious and time-consuming tasks like payroll, benefits administration, tax filing, and compliance. 

Pros of a PEO for a small business

• Allows you to outsource HR functions completely
• Can give you access to less expensive health insurance than you’d be able to access as an individual small group

Drawbacks of a PEO

• Adds additional administrative fees to your total cost, which become less sustainable as your employee count grows 
• Limits your health plan options to the ones offered by the PEO, which are typically issued by a legacy insurer such as Aetna or United Healthcare
• Can result in higher premiums if you get grouped together with companies whose employees are less healthy/higher-risk than yours
• Can reduce control over and visibility into how your money is being spent

Top choices for a PEO

• Paychex 
• Justworks
• TriNet
• ADP TotalSource
• Insperity

Best for high-risk employee populations: Fully-funded plans

Fully-funded plans are the most well-known health plan type and account for the majority of legacy carriers’ business. In a fully-funded arrangement, the employer pays the insurance company a fixed monthly premium to administer employee health benefits, pay out employees’ claims, and assume the risk of any exorbitant healthcare costs that may arise. 

Fully-funded plans tend to be more advantageous to large companies — on average, small businesses pay 8% to 18% higher premiums than large ones for the same health insurance policy. This is because large employee populations make it easier for carriers to accurately predict claims and absorb unexpected costs, whereas small groups represent more variance and a greater risk to the insurer.

However, a fully-funded plan may be the best option for a small business whose employees are likely to file many claims due to their age or health status — because fully-funded plans cannot refuse coverage based on past claims or health status. (A PEO would also be an option for a high-risk group, but not all small business owners want to enter into the co-employment arrangement PEOs require.)

Pros of a fully-funded plan for a small business

• Eliminates risk
• Makes month-to-month budgeting predictable
• Provides a health coverage option to high-liability groups

Drawbacks of a fully-funded plan

• Tends to be expensive — because carriers wildly inflate premiums to account for possible catastrophic claims, ensure large profits, and subsidize discounts for enterprise clients
• Favors large companies over small businesses
• Is subject to both state and federal taxes, unlike other plan types
• Does not offer plan flexibility or personalization
• Makes year-over-year budgeting unpredictable, as carriers tend to raise rates each year without justification

Top choices for a fully-funded plan

• Blue Cross Blue Shield (BCBS)
• United Healthcare
• Cigna
• Aetna
• Humana 

Best overall: Level-funded plans

A level-funded plan is essentially a no-risk self-funded plan.

Self-funding is when an employer takes on the financial risk of their employees’ healthcare, setting aside funds to cover medical claims as they come. This pay-as-you-go approach to healthcare works well for Fortune 500 companies with mammoth employee populations because it lowers or eliminates their administrative costs — and such corporations have plenty of financial runway to cover exorbitant medical claims if they arise.

Level-funding is self-funding with monthly cash flow stabilization. This means that employers pay a fixed monthly amount into a claims fund, which covers medical claims as they come. However, there is a cap on what you could owe in a given plan year, which means that if your claims exceed that level, you are not on the hook for the excess. On the flip side, if your claims come back lower than what you paid, you get a refund or credit from the insurance company at the end of the plan year.

When you choose a level-funded plan, your insurer will administer employee health benefits and pay out employees’ claims just as they would on a fully-funded plan. 

While the so-called BUCAHs (BCBS, UnitedHealthcare, Cigna, Aetna, and Humana) have level-funded offerings alongside their traditional plans, they often lack the tech infrastructure and customizability that modern insurance companies offer. Their inefficient systems can bloat administrative costs — and their loyalty to the bottom line of the parent insurer (whose business was built on fully-funded plans) may result in inflationary pricing practices and inflexible provider networks. 

There are a handful of newer insurance companies — like Sana — that specialize in level-funded plans for small businesses and are dedicated to making healthcare more affordable and customizable for small groups. This is the best health insurance option for most small businesses. 

Pros of a level-funded plan for a small business

• Eliminates risk
• Makes month-to-month budgeting predictable
• Tends to be more affordable — because your personalized monthly payment represents the anticipated medical claims of your actual group plus an administrative fee for plan management
• Is taxed less than fully-funded plans, as it is only subject to federal taxes 
• Offers the possibility of a refund or credit at the end of the year if your claims cost less than you paid
• Offers you more control over health plan design and customization
• Frees you from arbitrary premium hikes each year

Drawbacks of a level-funded plan

• May be higher priced or medically decline your group if it is very unhealthy/high-risk

Top choices for a level-funded plan

• Sana 
• Oscar

Best for tax incentives: SHOP plans 

SHOP is the online health insurance marketplace for small businesses. Created under the Affordable Care Act in 2010, it was designed to make it easier for small businesses with fewer than 50 employees to find and purchase group health insurance. 

However, insurer participation in the program has declined since its creation — SHOP plans are no longer available in every state, and it is no longer possible to browse and enroll in SHOP plans directly on the platform. Instead, you have to work with a SHOP-registered insurance agent or broker, or contact insurance companies directly to ask whether they offer SHOP plans.

However, if you can access a SHOP plan in your state and have fewer than 25 full-time equivalent employees (FTEs), there is a major incentive to do so: the small business healthcare tax credit. 

The maximum credit is 50% of the premiums your small business pays, or 35% if your business is tax-exempt. Eligible businesses can receive the tax credit for two consecutive tax years.

If you meet the following requirements, you can qualify:

• Offer a SHOP plan to your employees
• Have fewer than 25 FTEs
• Pay average wages of less than $53,000 per year per FTE (indexed annually for inflation)
• Pay at least 50% of the cost of employee-only coverage 

Pros of a SHOP plan for a small business

• Offers the possibility of a significant tax credit for two years

Drawbacks of a SHOP plan

• Not widely available in all states
• May not leave you with the best/most affordable plan option once you are no longer receiving the tax credit

The post 4 best health insurance options for small business in 2023 appeared first on Sana Benefits.

Employee benefits are all forms of non-wage compensation employees receive on top of their regular pay.

Employee benefits examples include everything from health insurance and life insurance, to more informal perks — such as free snacks in the office and the ability to work from home.

Building a small business benefits package

Building an attractive small business benefits package is a great way for smaller firms to compete with larger ones for talent. Excellent benefits packages make employees feel holistically supported and cared for, both at and outside work. This usually entails a healthy combination of more costly benefits and lower-cost perks.

Two benefits could come at wildly different costs to the employer, yet both could significantly improve employees’ quality of life. Take medical insurance and no-meeting days, for instance. While one is a large investment and one is free, they could both attract potential employees to your business and incentivize existing ones to stay. They could even work in tandem to lower your employees’ stress and boost their well-being, as routine health and wellness appointments can be more easily scheduled on no-meeting days.

Consider the following when deciding what benefits to offer your employees:

Tailor benefits to your employees’ needs.

For one, it is important to remember that there is no one-size-fits-all approach to building a great small business benefits package, as every employee population has unique needs. The same benefit could be highly valued and utilized at one business and go virtually untouched at another.

For example, a small business whose employees all have young children may want to invest heavily in child care benefits. However, offering robust child care benefits to a group of employees whose children are all grown may be a waste of valuable resources.

That’s why it is always best practice to ask or anonymously survey employees about which benefits they want most. As a small business owner, you will get the most value out of providing benefits that genuinely make your employees’ lives better.

Doing so can boost employee engagement, retention, and morale. On the other hand, failing to do so might cause employees to seek employment elsewhere.

Stay on top of benefits trends. 

Secondly, staying on top of trending topics in the employee benefits space is a good idea as you build or enhance your employee benefits program. While not every trendy benefit will pertain to your particular employee population, you should consider implementing the ones that do.

Why? Because your best employees can always leave for a job with better, more modern benefits.

A great example is the flexible working arrangement. This benefit gained popularity when the pandemic forced workers out of the office — and many realized they preferred to work from home. Studies show that remote and hybrid jobs receive 7x more applicants than in-person ones.

If you own a small business in an industry where hybrid/remote work is feasible, failing to keep up with this benefits trend could seriously hurt your talent pool — and your bottom line.

Top 7 employee benefits trends in 2023

According to Mercer, 70% of large and 53% of small employers plan to enhance their benefits in 2023. Many will add some or all of the following trending benefits.

1. Mental health coverage 

According to our 2022 SMB Employer Benefits Survey, the number of small and midsize businesses offering mental health coverage is up 39% from last year. That number is expected to grow in 2023: 67% of employers plan to enhance their employee assistance programs next year, which could mean covering more therapy sessions or onboarding additional virtual mental healthcare providers.

2. Behavioral health programs

Though closely connected to mental health, which has to do with a person’s psychological state, behavioral health refers to a person’s actions and reactions — and therefore encompasses both the mental and the physical. Employers understand that attending to employees’ behavioral health is an important complement to caring for their mental well-being — many employers plan to change health plan design to make behavioral healthcare more affordable, add behavioral health training for managers and employees, and/or conduct behavioral health anti-stigma communication campaigns in 2023.

3. Inclusive family-building benefits

According to Mercer, “Inclusive family-building support is quickly becoming the norm.”  Examples include resources and coverage related to pregnancy, lactation, preconception family planning, pregnancy loss, adoption, surrogacy, IVF, fertility treatments, prenatal nutrition, return-to-work planning, and more. It is essential to acknowledge that employees have diverse needs as they plan their families, and build a benefits package that supports all journeys to parenthood.

4. Child care assistance

Child care assistance can take multiple forms, such as on-site and backup child care services, tutoring services, college coaching, and subsidized child care through employer contributions or pre-tax deductions. Employer-sponsored child care assistance is rising as the new year approaches — 22% of large employers will provide backup child care services by 2023.

5. Virtual care

Studies show that patients would rather access certain types of care virtually than in-person — for instance, primary care and mental healthcare. It is important to give employees robust virtual care options for a handful of reasons:

• Employees are less likely to delay or forgo care if they can access it conveniently.
• Virtual care tends to be cheaper, saving you and your employees money.
• Virtual care is more accessible for patients with disabilities and those who live in provider deserts.

Many employers plan to add virtual behavioral healthcare, virtual specialty care, and/or virtual primary care in 2023 to supplement their current telemedicine offerings.

6. Work flexibility

Employees want autonomy in 2023. According to McKinsey, “A flexible working arrangement is a top three motivator for finding a new job.” As much as possible, allow employees to decide when, how, and where they work. If hybrid/remote work is not feasible for your business, consider giving employees more autonomy over their hours, increasing paid time off, or relaxing the office dress code.

7. Holistic leave policy

In 2023, there will be a widespread effort among employers to make parental leave policies more inclusive. This means giving both parents — including adoptive and foster parents — generous paid leave. Many employers are also adding additional paid leave options, such as caregiver and family leave, that allow employees to take time off to attend to other family situations.

If you want to offer high-quality small business health insurance that includes many of these benefits at no extra cost, consider Sana Benefits. Our plans give your employees traditional medical coverage, plus $0 access to mental and behavioral healthcare, inclusive family-building benefits, and a suite of virtual care providers. Get a quote.

The post Top 7 employee benefits small businesses should offer in 2023 appeared first on Sana Benefits.

These conversations offer a glimpse into how small businesses think about employee benefits and navigate HR challenges in the post-COVID era. 

We interviewed Garri Davis, Founder and CEO of Water Lily Learning Center, a child care business with two locations in Cincinnati, OH. Davis opened the first in 2012 and the second in 2019, with a total of 24 employees — 22 full-time and two part-time. 

Though the two locations are in different parts of the city and serve different demographics, Davis recognizes that all families have similar expectations of child care: They want their children to be safe, well cared for, and learning. Davis strategically builds the curriculum at Water Lily around the stages of child development — while recognizing that no two children are identical and leaving as much room as possible for individualized instruction. She also pursues partnerships that give the children access to enriching activities like soccer, dance, and visits to local museums.

Davis strives to be a leader in everything she does. In addition to running Water Lily, she is the Founder and CEO of Garri Davis Agency, a coaching, training, and development agency that supports fellow female entrepreneurs, helping them achieve success in early childhood education and other fields. She is also an advocate for government funding for early childhood services. 

Working hard to support her vision is her “biggest flex” and her favorite thing about being a small business owner. During our conversation, Davis shared with us how she uses employee benefits to help bring that vision to life.

Related: Small businesses with benefits: Fergmar

Daycare centers have a reputation for being expensive and selective. Child care is a huge expense for working families, costing about 10% of the average American family’s income. But even those able to afford it often find themselves stuck on a waiting list, unable to get their child into the daycare center of their choice.

Contrary to popular belief, Davis shared that most child care centers are not turning families away because they are at capacity. They do so because they do not have enough staff to care for additional children.

Even though child care is unaffordable for the average family, the revenue each child brings into a daycare center is often insufficient to pay its workers a living wage. This creates a shortage of applicants across the early childhood field.

Consider the following explanation of the child care cost paradox:

To attract and retain teachers in this competitive environment, Garri Davis knows that the workplace culture at Water Lily must be superior to that of other daycare centers in the area.     

“Culture is the most important thing when building any business, but especially in child care because there are so many opportunities for people to just walk away and go somewhere else and do the same thing.”

To foster a strong culture, Davis keeps wages competitive and offers robust benefits. 

The employee benefits package at Water Lily includes:

• Health insurance and wellness benefits through Sana
• Employee assistance program 
• Mental health assistance through a local mental health group
• 401k matching
• Profit sharing plan 
• Weekly pay 
• Access to cash advances through the payroll company 
• One week off in the summer, during which teachers have access to optional personal and professional development training 

As the small business owner and solo HR practitioner at Water Lily, Davis built this multifaceted benefits package from the ground up. She offered employee health insurance prior to Sana but, when it came time to renew, faced premium increases that felt like “highway robbery.” 

Switching to Sana allowed Davis to offer her employees the choice of three plans “instead of being forced into one,” which enabled many employees to access health insurance who couldn’t afford it before. And she loves “all the auxiliary things that are available” through Sana, such as coverage for acupuncture. 

Davis is a testament to the power of good employee benefits — they can lay the foundation for a strong company culture and help make an entrepreneur’s vision a reality. 

The post Small businesses with benefits: Water Lily Learning Center appeared first on Sana Benefits.