Group Benefits
Group benefits is a relationship-first sale. Small business owners are busy — your job is to make benefits easy, affordable, and worth their time. One group case can generate more premium than dozens of individual health policies.
🎯 Why Group Benefits?
- Commission per employee is similar to individual policies — but you only deal with one point of contact (the business owner or HR) for the whole group. If a group has 5, 10, or 50 employees, you earn Per Employee Per Month (PEPM) without managing 50 separate client relationships.
- Renewals are sticky — group cases tend to stay for years. Once you're embedded with a business, you become their trusted advisor.
- Every business owner you know is a potential group case — and every group case is a warm intro to every employee as an individual client.
- Small businesses (2–50 employees) are underserved — most don't know all their options beyond traditional group plans.
- Cash flow tip: Group sales have a longer cycle — proposals, employer buy-in, enrollment periods, and carrier approval all take time. Keep building your individual book while group cases develop. Individual business keeps cash flowing while your group book grows.
🗺️ The Group Sales Process
1
Prospect & ConnectWarm leads, Chamber of Commerce, BNI referrals, LinkedIn. Start with business owners you already know.
2
Group Discovery CallAsk the right questions — size, employees, budget, current coverage, timeline. See the Discovery & Scripts tab.
3
Get the CensusYou need a census (list of employees with names, DOBs, zip codes, dependents) to generate accurate group quotes.
4
Quote & PresentPresent 2–3 options at different price points. Use the A la carte approach — don't make them choose between nothing and full traditional group.
5
Enroll & ImplementWalk the employer through enrollment. Offer to hold an employee meeting to explain benefits — this is where you become the go-to broker for every employee as an individual.
📋 What You Need to Quote Group
- Employee census — Name, date of birth, zip code, tobacco status, dependents (for each employee enrolling)
- Employer contribution amount — How much the employer pays per employee per month (or %)
- Desired effective date — Most carriers need 30–60 days lead time
- State(s) — All states where employees are located
- Participation requirement — Most carriers require 70–75% of eligible employees to enroll
Group Benefits Products
There's a solution for every budget — from a full traditional group plan to a $53/month fixed benefit starter plan. Know all the options so you can meet the employer where they are.
📊 Product Overview
| Product | Min Employees | Employer Contribution | Best For |
|---|---|---|---|
| Traditional Group | 2+ | Typically 50%+ of employee premium | Established businesses, higher budget |
| ICHRA | 1+ | Employer sets fixed $$$ amount | Remote teams, flexible budgets, any size |
| QSEHRA | 1–49 | Employer sets fixed $$$ amount | Small businesses under 50 employees |
| Fixed Benefit (Group) | 2+ | As low as $53/employee/month | Tight-budget employers, starter coverage |
| Dental / Vision (Group) | 2+ | Varies — often 50–100% | Add-on to any group plan, high perceived value |
🏦 ICHRA — Individual Coverage HRA
How It Works
Employer → Employee → Individual Plan
- Employer sets a fixed dollar amount per employee per month (e.g., $300/mo)
- Employees use that money to buy their own individual health plan
- Reimbursement is tax-free for both employer and employee
- No group plan to manage — employees choose their own coverage
Why It's Great
- Works for any size business — even 1 employee
- Employer controls the budget exactly
- Employees keep their preferred doctor and plan
- Remote teams in multiple states — no problem
- No participation requirements
- ACA premium tax credits can stack on top
💡 ICHRA Pitch
"With an ICHRA, you set the budget — $300 a month, $500 a month, whatever works for your business. Your employees take that money and pick their own plan. You're not choosing their doctor or their network — they are. And your contribution is 100% tax-deductible as a business expense. It's benefits without the headache of managing a group plan."
🏦 QSEHRA — Qualified Small Employer HRA
Key Details
- For businesses with fewer than 50 FTE employees
- Employer cannot offer a traditional group plan alongside QSEHRA
- 2025 limits: $6,350/year single, $12,800/year family
- All eligible employees must receive the same allowance
- Must have minimum essential coverage (individual plan) to use it
vs. ICHRA
- QSEHRA: capped contribution amounts by IRS
- ICHRA: no IRS contribution caps
- QSEHRA: affects ACA subsidy dollar-for-dollar
- ICHRA: employees choose — subsidy OR ICHRA, not both
- QSEHRA: simpler for very small employers
💛 Fixed Benefit Group Plans — The Starter Option
For employers who say "we can't afford group benefits" — this is your answer. As low as $53/employee/month. It's not comprehensive, but it shows employees you care — and it's a foot in the door.
- Pays fixed cash amounts for doctor visits, hospitalizations, surgeries — not a percentage of actual costs
- No network restrictions — employees can see any doctor
- Pairs well with a QSEHRA or ICHRA for layered coverage
- Emergency-only plan: great for seasonal workers, part-time employees, or tight-budget situations
- Carriers: Manhattan Life, NatGen Foundation, CoreHealth, UHOne
Discovery & Scripts
Group sales is a multi-call process. First call = discovery. Don't pitch on the first call — gather everything you need to come back with the right solution.
① Cold Call / Warm Lead Opening
🎤 Warm Lead (EZ-Group / Online Inquiry)
"Hi [Name], this is Faith, how ya doing? A while back you made a request for some small business health insurance information for [Company Name] — did you find what you were looking for yet?"
🎤 Cold Call Opener
"Hi, is this [Owner's Name]? Great — my name is Faith with Faith Insurance Solutions. I specialize in helping small business owners find affordable group health coverage for their teams. I'm not going to take much of your time — I just have one quick question: Are you currently offering health benefits to your employees, or is that something you've been looking to put in place?"
🚪 Gatekeeper / Receptionist
Say confidently: "Hey [their name], it's Faith — put me through to [owner's name] please!" If asked what it's regarding: "[Owner's name] requested employee health insurance information — I'm just getting that over to him."
② Group Discovery Questions — Get Through All of These
Do NOT pitch until you've answered all these questions. The more information you have, the better your recommendation — and the harder it is for them to say no to something built specifically for their situation.
- How many full-time employees do you have?
- Are any employees part-time or 1099 contractors?
- Do you currently offer any health benefits? If so, which carrier and what are you paying?
- If they have current coverage — request all three:
- Current plan designs — what plans are employees enrolled in (deductibles, copays, network type)?
- Current bill / invoice — the actual monthly premium statement so you can compare apples to apples
- Renewal with claims data — the renewal letter from their carrier showing the rate increase and any claims experience attached to it. This is gold — it tells you exactly why they're renewing high and gives you leverage to shop it.
- How much of the premium are you covering as the employer — dollar amount or percentage?
- Are employees asking for benefits? Is this a retention or hiring issue?
- What's your approximate budget per employee per month?
- Would you want to include dependents, or employees only?
- What state(s) are your employees located in?
- What's your target effective date?
- Are you open to alternatives to a traditional group plan — like an HRA where employees pick their own coverage?
- Do you have a general sense of the health of your group? There are more economical plan options available for healthier groups. We're talking generally — no active cancers, no recent major heart procedures, strokes, major autoimmune conditions, or high-cost specialty medications. You don't need specifics, just a general feel. A healthier group opens the door to medically underwritten plans that can be significantly cheaper than guaranteed issue.
💡 Census Request
At the end of discovery: "The next step is for me to put together accurate quotes for you. I'll need a simple spreadsheet with your employees' names, birthdays, zip codes, and whether they'd be including family members. Can you get that to me by [date] so I can have quotes ready for our next call?"
③ The Americas Choice / EZ-Group Send
🎤 If They Already Have Coverage
"Ok, great! I'll update my file — which carrier did you end up going with? ... Ok, normally they're quite pricey. There's actually a new option available designed specifically for small businesses that could save you a considerable amount. What's a good email for me to send it to so you can compare it to your current plan? [Send Americas Choice email, verify they received it.] When would be a good time to discuss this option in detail with you?"
🎤 If Still Looking
"No problem — there's a new option available designed specifically for small businesses that's quite reasonable. What's a good email for me to send it to so you can take a look at the rates and coverage? [Send Americas Choice email, verify they received it.] When would be a good time to discuss this option in detail with you?"
🎤 Tight Budget
"I understand. If you're looking to at least offer something to your employees, we can do an emergency-only plan — it's only $53/month per employee. It's a starting point that shows your team you care, without a huge overhead hit."
Group Presentation & Close
Present 2–3 options at different price points. Always include a low-cost option so budget is never a reason to do nothing. Let the comparison sell itself.
📊 Presenting Options — Structure
🎤 Open the Presentation
"Based on your situation — [X] employees, budget of $[X]/employee, employees in [state(s)] — here's what I put together for you. I always like to show a couple of options so you can choose what fits best. Let me walk you through three levels."
💚 Option A — Starter
Budget-friendly, high perceived value
- Fixed benefit plan: ~$53/mo per employee
- Emergency and accident coverage
- No network restrictions
- "Shows your team you care"
💛 Option B — Mid
HRA + individual plan
- ICHRA or QSEHRA: employer sets $$/mo
- Employees pick their own individual plan
- Flexible, scalable, tax-advantaged
- "The modern way to do group benefits"
💎 Option C — Full Group Plan
Traditional group health insurance
- • Full major medical for all enrolled employees
- • Employer pays 50%+ of employee premium
- • Most comprehensive coverage option
- • Highest cost — best for retention-focused employers
💡 Presentation Tip
Always present Option A first. It anchors the conversation at a low price point and removes the "I can't afford it" objection before it comes up. Then move to B and C — each feels like a reasonable step up from the last.
✅ Closing the Group Case
🎤 Primary Close
"Based on everything we've talked about, Option [B/C] looks like the best fit for your business and your budget. The next step is getting the census over to me — I can have everything ready to go within a week after I receive it. Can I send you the census template right now while we're on the phone?"
🎤 Timeline Close
"Most carriers need 30–60 days lead time before the effective date. If your goal is to have coverage in place by [month], we'd need to get the application submitted by [date]. Can we lock in the census collection this week so we're on track?"
🎤 Employee Meeting Offer
"One more thing — once we get the plan in place, I like to do a short 20-minute meeting with your employees to explain the benefits and answer their questions. It takes a lot off your plate, and it makes sure everyone understands and actually uses what you're paying for. Would that be helpful?"
💡 The Employee Meeting Opportunity
The employee meeting is where you become the personal insurance agent for every employee in the company. It's the highest-ROI 20 minutes in group sales. Always offer it.
📋 Group Pitch — Value Statement
🎤 Use When They're On the Fence
"Here's the thing — offering health benefits doesn't have to break the bank. There are a lot of options between doing nothing and a full traditional group plan. We can look at everything from a traditional group health plan to a QSEHRA or ICHRA — which gives your employees flexibility to choose their own coverage while you contribute a fixed amount as the employer. My job is to find what fits your budget and actually gets your employees covered. Want me to put together a comparison?"
Group Benefits Objections
Most group objections come down to three things: cost, time, and complexity. You have an answer for all three.
💡 Formula: Acknowledge → Clarify → Reframe → Ask
"We're too small to offer group benefits." ▼
🎤 Rebuttal
"Actually, that's exactly who I work with most. You only need 2 employees to qualify for a group plan with most carriers — and there are options like an ICHRA or QSEHRA that work even if you have just one employee. Small doesn't mean you're out of options. Let me show you what's available for your size."
"We can't afford group benefits right now." ▼
🎤 Rebuttal
"I hear you — and that's exactly why I want to show you more than just traditional group plans. With an ICHRA, you set the budget — you decide exactly how much you contribute per employee per month, and they use that money to buy their own individual coverage. You're not locked into a one-size-fits-all plan. We also have a fixed benefit option starting at $53 per employee per month — it's not comprehensive, but it's a real benefit that shows your team you care. Can I walk you through how that works?"
"It's too complicated / too much admin work." ▼
🎤 Rebuttal
"That's a really common concern — and honestly, it used to be true for traditional group plans. But the HRA options I'm talking about — ICHRA and QSEHRA — are specifically designed to be low-admin. You set the dollar amount, employees pick their own plan, the reimbursements are automated. There's no carrier to manage, no network to navigate, no open enrollment headaches on your end. I handle all of that. Your job is just to decide how much you want to contribute."
"My employees are 1099 — I don't think I can cover them." ▼
🎤 Rebuttal
"You're right that 1099 contractors typically can't be enrolled in a group plan as employees — they're technically self-employed. But there are a couple of angles here. First, if you have any W-2 employees in addition to your contractors, we can build a plan just for the W-2 employees. Second, for your 1099 folks, I can help them find individual coverage — I work with individuals too. So your whole team gets covered, it just happens through two different channels. Would that work?"
"I need to check with my accountant / HR person first." ▼
🎤 Rebuttal
"Absolutely — and your accountant will love this, because employer contributions to an ICHRA or QSEHRA are 100% tax-deductible as a business expense. I actually have a one-page summary I can send you that your accountant can review — it explains the tax treatment clearly so there are no surprises. Can I send that to your email right now? And is there a day this week or next when the three of us could connect for 20 minutes?"
"My employees already have coverage on the Marketplace." ▼
🎤 Rebuttal
"That's actually fine — and with an ICHRA, it works even better. Your employees can keep their Marketplace coverage and use your ICHRA contribution to help pay their premiums. So instead of them paying $300/month out of pocket for their plan, you contribute $200/month and they only pay $100. It turns your benefit into a direct raise without having to change anyone's coverage. The only thing to know is that while they're receiving an ICHRA, they won't be able to also receive an ACA subsidy — so we'd want to make sure your contribution is worth more than their subsidy."
"I already tried group insurance and it was too expensive." ▼
🎤 Rebuttal
"I completely understand — traditional group insurance can be really expensive, especially for small businesses. But the market has changed a lot in the past few years. The HRA options that exist now didn't exist before 2020 — ICHRA in particular was a game changer. You set the budget, employees choose their own plans, and your cost is exactly what you decide it is. No more being at the mercy of carrier rate increases. Can I show you what it would look like for your team?"
Compass Health Consultants (CHC)
Our FMO/GA partner for group cases. CHC handles quoting across multiple group carriers — follow these 4 steps to submit a case and get quotes back.
⚠️ CHC group team cannot make plan recommendations — only licensed agents can do that. CHC provides the quotes; you present and recommend.
📋 4 Steps to Get a Group Quote Through CHC
1
Get Access to Monday.com
Contact CHC to set up your Monday.com access — you'll need it to submit quote requests.
2
Gather the Group Census
Collect the census from the employer — employee names, dates of birth, zip codes, tobacco status, and coverage tiers. Use CHC's official census form or Faith Insurance's template below.
3
Request a Quote in Monday.com
Submit the census and group details using the CHC Monday.com quote request form.
4
Review & Present
Once CHC sends back the quotes, review them with Faith before presenting to the employer. CHC can help guide you through the enrollment process — but you make the plan recommendation.
🏢 CHC Group Carriers
CHC quotes across multiple group carriers. Full carrier list available at chcagents.com/group ↗. Additional carriers coming — check with Faith for the full lineup.
Manhattan Life
NatGen Foundation
CoreHealth
UHOne
+ More via CHC
📞 CHC Contact & Resources
✉️ Group quotes: groupquotes@chcquotes.com
🌐 Agent site: chcagents.com/group ↗
📋 Quote request: Monday.com form ↗
🌐 Agent site: chcagents.com/group ↗
📋 Quote request: Monday.com form ↗
Faith Insurance — Internal Team
Group benefits commissions, team workflow, lead assignment, and internal processes. Internal use only — not for 1099 agents.
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