- Providing world class service and value for employee benefit group plans since 1987
When it comes to group health insurance funding models, one question we hear from employers more often than ever is:
“Should we stick with our fully-insured plan or switch to a level-funded arrangement?”
The answer isn’t the same for every company — but understanding the mechanics, pros, cons, and timing of each option will help you make an informed decision. let's find out how level-funded health plans work, how they differ from
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Employers today are navigating a crowded world of healthcare savings options: HSAs (Health Savings Accounts), HRAs (Health Reimbursement Arrangements), and FSAs (Flexible Spending Accounts). All three provide tax advantages, but they function differently and are suited to different employer and employee needs. If you’ve ever wondered which one to offer—or whether you should offer more than one, this guide gives you a no-nonsense breakdown of how each works, who it benefits, and what it takes to manage each option
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Section 125 of the Internal Revenue Code allows employers to offer their employees a cafeteria plan—benefits that can be paid for with pre-tax dollars. But offering these plans isn't just a tax strategy—it comes with compliance obligations that vary slightly depending on federal and state regulations. If you're an employer, HR director, or CFO overseeing your organization's benefits plan, this guide is your go-to resource for understanding and maintaining Section 125 compliance across the U.S.
By Todd Taylor, a licensed benefits insurance broker with 35+ years advising SMBs and mid‑market employers. If you manage benefits for a small or mid‑sized company, you’ve probably stared at a spreadsheet full of acronyms—PPO, HMO, EPO, HDHP—wondering which one will keep employees happy and the renewal under control. This is the exact question employers ask us every single week. Below is the same decision framework we walk clients through—practical, numbers-aware, and grounded in what actually happens at renewal time.
In today’s competitive tech market, small businesses need to balance employee benefits with financial sustainability. That was the challenge faced by CloudBright*, a 35-employee SaaS company based in Austin, Texas. With health insurance premiums rising every year and employee satisfaction starting to dip, they partnered with Taylor Benefits Insurance to find a smarter, more sustainable group health insurance strategy. Here is how we helped them find the best group health and employee benefits plan, so that all their
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In 2026, offering group health insurance is no longer just a perk for small businesses—it’s a competitive necessity. Whether you're a startup with 5 employees or a growing business with 50, having a solid group health insurance plan helps attract talent, reduce turnover, and improve workplace morale. This guide is built to help small business owners like you understand how group plans work, how much they cost, what legal requirements to meet, and how to get started with the
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California’s economy thrives on the backbone of over 4.2 million small businesses. From family-owned bakeries in San Diego to fast-growing startups in Silicon Valley, these enterprises drive innovation and employment across the state. But while they excel at delivering services and products, many still face one complex challenge— how to provide health insurance for their employees.
That’s where small business group health insurance enters
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Understanding your health insurance plan is crucial for effectively managing your healthcare needs and expenses. If you're uncertain about the specifics of your medical insurance, here are Taylor Benefits provider portal to help you identify and understand your health plan:
Choosing the right health insurance plan is a critical decision that affects your financial well-being and access to medical care. Whether you're an individual, a family, or an employer looking to provide coverage for your team, understanding the different types of group health plans is essential. This guide will help you navigate the complexities of health insurance, comparing various options to help you make an informed decision.
As alternative health benefits like Health Reimbursement Accounts (HRAs) gain popularity, understanding how they interact with existing laws like the Consolidated Omnibus Budget Reconciliation Act (COBRA) is crucial. Many employees and employers wonder: Does COBRA apply to HRAs, and how can they work together?
Here’s a straightforward guide from Taylor Benefits Insurance to explain COBRA and how it relates to various types of HRAs.
We just started working with Taylor Benefits and could not be happier. Todd gave us quite the education as well as some time saving tools to help us manage our HR and save money too. We are looking forward to a long relationship!”
-Carol, Accounting Manager, recruitment marketing company, Campbell, CA
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