- Providing world class service and value for employee benefit group plans since 1987
Wisconsin’s economy is powered by 470,000 + small and mid‑sized businesses, and more than 55 percent of residents rely on employer‑sponsored health insurance for everyday care. The latest Kaiser Family Foundation survey shows that the average annual premium for single coverage rose to $8,951 in 2024 and family coverage to $25,572—a 6 percent jump in a single year. For Wisconsin firms, offering a solid group health plan isn’t just a perk; it is a frontline strategy for beating a labor shortage that has kept statewide unemployment below 3.5 percent for most of 2024. On average, Badger State employers pick up about 72 percent of single‑tier premiums and 74 percent of family‑tier premiums, proving that companies here shoulder a larger‑than‑national share of the cost to stay competitive. At the same time, studies show that employees at small Wisconsin firms still pay roughly $1,300 more per year for family coverage and shoulder deductibles nearly $1,400 higher than their large‑company peers.
Taylor Benefits Insurance understands those pressures and designs Wisconsin group health insurance packages that balance budget limits with the benefits today’s workers expect.
Whether you’re the owner of a small Wisconsin business or the Human Resources manager in a large corporation, you know it’s important to offer a comprehensive team healthcare insurance and workforce benefits to those who work for you. Providing employment to a diverse array of workers from fresh participants in the job market to dedicated retirees. Part of this crucial responsibility involves understanding elements like copay, deductible, and co-insurance. It’s also crucial to ensure employee rights like equity and inclusion are preserved within the framework of the employer contribution.
Taylor Benefits Agency has been working diligently in the healthcare industry for over 25 years. We have helped businesses in Wisconsin and all over the nation get the right plan at an affordable cost. Through these years, we have been diligent participants in the sector, standing up for equity and inclusion. Due to our longstanding history in the industry, we have the opportunity to network with some of the leading insurance carriers around. This allows us to offer unique tools and strategies, like customizing the employer contribution, to tailor our clients’ group health and benefits plans as necessary. We also negotiate with the carriers to obtain lower premiums for our clients.
A rich benefits portfolio lowers turnover, trims hiring costs, and boosts productivity:
Recruitment & Retention – In a 2024 statewide SHRM survey, 67 percent of Wisconsin job seekers said a “robust health plan” is the top reason they accept one offer over another.
Reduced Absenteeism – Preventive coverage and telehealth visits mean fewer sick days and faster treatment.
Tax Advantages – Employer premiums are generally deductible, and employee contributions are made pre‑tax, cutting payroll tax liability.
Community Reputation – Demonstrating a commitment to employee well‑being strengthens a company’s brand in close‑knit Wisconsin markets.
With wages rising just 4.5 percent while premiums rose 6 percent nationally last year, a thoughtful group health plan is often the deciding factor for workers who can choose between multiple offers.
Whether you employ five technicians in Wausau or 300 dairy‑plant staff in Green Bay, Wisconsin allows several funding models:
| Plan Model | Best For |
|---|---|
| Fully Insured | Firms that prefer predictable monthly costs. The carrier assumes all claim risk, files state taxes, and handles compliance paperwork. Employers pay a set premium and receive broad network access across Wisconsin’s leading systems, including Bellin, Froedtert, and Marshfield Clinic. |
| Level‑Funded | Companies with 10–150 staff who want potential refund opportunities. You pay a capped “level” amount that covers claims up to a ceiling plus stop‑loss protection. If claims run low, a portion of the surplus returns to the employer, easing next year’s renewal. |
| Self‑Funded (ASO) | Organizations with 150 + employees or groups in low‑risk industries can save 8–12 percent on premiums by paying claims directly and purchasing specific & aggregate stop‑loss. Wisconsin’s robust provider data lets Taylor Benefits project costs accurately before you switch. |
| Association / Cooperative Plans | Trade groups such as Wisconsin Restaurant Association or builders’ councils pool purchasing power to lock in larger‑group rates for members. Taylor Benefits can confirm if your industry qualifies and whether plans meet ACA essential‑benefit rules. |
Health insurance is the anchor, but holistic packages win loyalty. Popular add‑ons include:
Dental & Vision – Delta Dental of Wisconsin and VSP remain favored networks and can be bundled for 3–5 percent savings.
Health Savings Accounts (HSAs) – State workers contribute to HSAs paired with high‑deductible plans and enjoy 88 percent employer premium support on average.
Mental Health & Substance‑Use Treatment – Federal parity laws bar stricter limits on behavioral health coverage, and Wisconsin insurers mirror medical copays for virtual counseling.
Short‑ and Long‑Term Disability – Critical for manufacturing and agriculture sectors with higher on‑the‑job injury risk.
Wellness & Telehealth – Gym stipends and 24/7 tele‑doc lines keep rural employees connected to care without long drives.
A plan that layers these features often costs only 4–6 percent more yet delivers outsized satisfaction scores.
Managing healthcare spend doesn’t mean slashing coverage:
Adopt Tiered Networks – Offering a narrow network option with Bellin or Gundersen Health can trim premiums up to 12 percent while still meeting quality standards.
Promote High‑Deductible Health Plans with HSAs – Contributions lower taxable income for both employer and employee, and unspent balances roll forward.
Use Reference‑Based Pricing – Capping reimbursement at a multiple of Medicare rates for elective procedures yields 15–20 percent savings.
Deploy Data‑Driven Wellness – Biometric screenings and lifestyle coaching reduce claims tied to diabetes and hypertension—two of Wisconsin’s costliest chronic conditions.
Pharmacy Benefit Management Audits – Renegotiating formularies and dispensing fees can lower Rx spend by 8–10 percent the first year.
Taylor Benefits brings carrier‑agnostic quotes plus in‑house analytics to rank every scenario side by side.
Premiums swing by county, industry, and group size. Below are 2024–2025 benchmarks:
Public Sector – Under the State’s Local Employer 88 Percent program, a Dane County municipality pays roughly $774/month toward single high‑deductible coverage while the employee pays $75.
Private Mid‑Size Firms (51–200 workers) – Expect all‑in single premiums near $9,000/year and family premiums around $23,000, with employers covering close to three‑quarters of those figures.
Small Businesses (< 50 workers) – Total premium spends can run 8–12 percent higher per employee versus large employers because of lower bargaining leverage.
Hospital Reimbursement Gap – Wisconsin employer plans pay up to 2.5 × Medicare prices for inpatient care—the fifth‑highest ratio nationwide—fueling higher premiums.
Taylor Benefits analyzes your claims history and county‑by‑county rate tables to pinpoint realistic cost forecasts before you commit.
Almost half of Wisconsin workers have access to dental care and a wellness program through their employer. Many companies recognize that providing benefits beyond basic health insurance is a great way to attract and retain talented staff. Ensuring workers have access to the latest news on health developments, allowing them to consult a doctor if needed, and providing easy login to their benefit portals are some of the fringe benefits offered by these companies.
Collaborating with our partners in the healthcare industry to deliver a comprehensive benefits package, employees have come to value the considerable contribution we make to their wellbeing. The benefits we offer vary in size fitting the crew’s status and position in the company.
Staying compliant protects your bottom line and employee trust:
Small Employer Guide (OCI PI‑206) – Defines “small employer” as 2–50 full‑time employees and requires insurers to issue or renew coverage regardless of health status.
Continuation of Coverage – Wisconsin’s “mini‑COBRA” law extends coverage up to 18 months for businesses with fewer than 20 staff, mirroring federal COBRA for larger firms.
Mental Health Parity Act & ACA Essential Health Benefits – Guarantee equal treatment limits and ensure coverage for preventive services such as flu shots or colonoscopies at zero cost‑share.
50 Percent Premium Rule – Most carriers require the employer to pay at least half of the employee‑only premium to issue a small‑group contract.
Taylor Benefits monitors every legislative update so your plan paperwork is always audit‑ready.
For more than 30 years, Taylor Benefits Insurance has acted as an independent guide—never tied to one carrier—so employers can compare Humana, UnitedHealthcare, Quartz, Dean Health, and level‑funded newcomers on neutral ground. Our process:
Needs Assessment – We interview HR and employees, then map coverage gaps.
Market Scan & Negotiation – Real‑time bids from all major Wisconsin carriers plus stop‑loss providers for self‑funded groups.
Custom Benefit Blueprint – Clear side‑by‑side cost sheet; no industry jargon.
Implementation & Compliance – Turnkey enrollment meetings, digital onboarding, and ACA reporting.
Year‑Round Advocacy – Renewal forecasting six months out, claim troubleshooting, and regulatory alerts so you stay ahead of change.
A competitive benefits strategy no longer belongs only to big corporations on the shores of Lake Michigan. Whether you’re a family‑owned manufacturer in Eau Claire, a tech startup in Madison, or a hospitality group near the Dells, Taylor Benefits Insurance can design a Wisconsin group health plan and employee benefits that protects your people and respects your budget. Our carrier‑neutral approach, deep regulatory knowledge, and client‑first mentality have helped hundreds of WI employers cut costs, boost morale, and stay compliant—year after year.
Contact us today for a free benefits audit and see how effortless great coverage can be. It’s time to give your team the security they deserve and your business the edge it needs to thrive in Wisconsin’s fast‑moving economy.
In most cases, it can be tough to figure out your insurance needs without professional advice. This is especially true for group coverage, which our experts can tailor to meet your specific level of need.
Large group health insurance can be rewarding for all members involved, including the employers. For example, the premium an employer pays are likely to be lower than the person can obtain on their own. Also, employers can get tax benefits for the premiums employees pay as health protection. Overall, it helps improve employees’ loyalty to the company as they feel more valued, and that contributes to a positive work environment.
Small business health insurance packages are medical protection plans purchased by small employers with 50 or fewer employees.
Employee benefits packages differ from company to company and generally depend on what they choose to offer to employees. In many cases, the package may include financial benefits like retirement and 401k and paid family leave. Another type may consist of health and wellness benefits like medical insurance, gym membership, sick pay, and a flexible working environment.
Employers and employees typically share the cost of health protection premiums, saving money for both parties. ACA rules require that employee premium expenses not exceed 9.12 percent of their gross income (that’s for individual coverage, not including any dependent premium costs.) In Wisconsin, employers pay an average of 78 percent of the premium cost for their workers to obtain individual coverage.
What is group health insurance?
Group health insurance is a policy purchased by an employer to provide healthcare coverage for its employees. It typically offers a range of benefits, including medical, dental, and vision coverage. Group health insurance helps companies attract and retain top talent by offering affordable healthcare options to their workforce.
How does group insurance differ from individual insurance?
Group insurance is typically provided by an employer or organization to a group of individuals, offering coverage to all members under a single policy. Individual insurance, on the other hand, is purchased by an individual directly from an insurer. Group insurance often has lower premiums and broader coverage options compared to individual insurance.
What is the main advantage of group insurance for businesses in Wisconsin?
The main advantage of group insurance for businesses in Wisconsin is cost savings. By pooling together employees, businesses can secure more affordable rates on health insurance plans compared to individual coverage. This makes it a cost-effective option for businesses looking to provide comprehensive healthcare benefits to their employees.
Who is covered under a group health insurance plan?
Individuals covered under a group health insurance plan typically include employees and their dependents. Employers may offer coverage to full-time employees, part-time employees, and sometimes retirees. Dependent coverage may extend to spouses, children, and sometimes domestic partners, depending on the specific plan.
What is considered a large group for health insurance in Wisconsin?
In Wisconsin, a large group for health insurance typically consists of 51 or more employees. Large group health insurance plans offer comprehensive coverage at competitive rates due to the larger risk pool. Employers with more than 50 employees can qualify for a large group health insurance plan in Wisconsin.
What type of insurance is most commonly used for group plans?
Group health insurance is the most commonly used insurance for group plans. It provides coverage for a group of people, typically offered through employers. This type of insurance helps manage costs and ensures access to healthcare services for employees.
Which of the following is typically not eligible for coverage in a group health policy?
Typically, cosmetic procedures, elective treatments, and pre-existing conditions are not eligible for coverage in a group health policy. These exclusions are common in most insurance plans to manage costs and ensure coverage for essential medical services. Consider reviewing the policy details to understand what is covered.
What is the difference between a PPO and an HMO in group health insurance?
In group health insurance, the main difference between a PPO (Preferred Provider Organization) and an HMO (Health Maintenance Organization) lies in their network structures. PPOs offer more flexibility in choosing healthcare providers, while HMOs require members to select a primary care physician and obtain referrals for specialists.
What is the difference between a small group and a large group in Wisconsin health insurance?
In Wisconsin health insurance, the main difference between small and large groups lies in the number of employees covered. Small groups typically consist of 2-50 employees, while large groups have 51 or more employees. This distinction can impact premium rates, coverage options, and regulatory requirements.
What is the best health insurance plan for small businesses in Wisconsin?
The best health insurance plan for small businesses in Wisconsin typically offers comprehensive coverage at affordable rates, such as Taylor Benefits Insurance, UnitedHealthcare, Anthem Blue Cross Blue Shield, or WPS Health Insurance. It’s important to compare options based on your company’s needs and budget.
What are the tax benefits for offering group health insurance in Wisconsin?
Offering group health insurance in Wisconsin provides tax benefits for businesses, such as tax deductions on premiums paid for employee coverage. Employers can also benefit from reduced payroll taxes due to pre-tax contributions from employees. These tax incentives make offering group health insurance a cost-effective option for businesses in Wisconsin.
What are the penalties for not offering mandatory benefits in Wisconsin?
In Wisconsin, the penalties for not offering mandatory benefits can result in fines, penalties, or legal action. Employers who fail to provide required benefits such as workers’ compensation, unemployment insurance, or health insurance may face financial repercussions and potential legal consequences. It is important to comply with state regulations to avoid these penalties.
What are the options for dental and vision coverage in Wisconsin health insurance plans?
Wisconsin health insurance plans offer various options for dental and vision coverage. These options may include standalone dental and vision plans, add-on coverage to comprehensive health insurance plans, or employer-sponsored benefits. It is crucial to review plan details to find the best coverage for your needs.
Todd Taylor oversees most of the marketing and client administration for the agency with help of an incredible team. Todd is a seasoned benefits insurance broker with over 35 years of industry experience. As the Founder and CEO of Taylor Benefits Insurance Agency, Inc., he provides strategic consultations and high-quality support to ensure his clients’ competitive position in the market.
Todd Taylor with Taylor Benefits gives our small business the kind of personal service we need. Insurance benefits are important to our employees and Todd helps us find a balance between benefits and value. Todd responds immediately to my phone calls & e-mails. He has even gotten in touch with me on a Sunday when we were in need of coverage answers immediately. We are very pleased with the hands-on service Todd and his staff provide.”
-Ken and Linda Orvick, Orvick Management Group, Inc.
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