“I was able to sign up for health insurance through Briana Oliveira. Briana is an awesome specialist who listened attentively to my needs and quickly identified the right solutions. Very professional and courteous. Truly a gem and a blessing!”
Group Employer Health
Group health coverage, built around your team.
Small group (2-49 employees) or large group (50+) — we structure employer health benefits that protect your people without breaking your budget. Multiple carriers, multiple funding structures, one agent who handles renewals year after year.
Free · No obligation · Licensed group benefits agents in 40+ states
Small group or large group: which rules apply to your business?
Group size determines the regulatory landscape, your plan design options, and how you can fund coverage.
2-49 /
Small Group Health
For businesses with 2 to 49 full-time-equivalent employees. ACA small group rules apply: community-rated premiums, guaranteed-issue, defined plan tiers. Simpler to administer. May qualify for the Small Business Health Care Tax Credit if you have fewer than 25 employees.
Best for: growing businesses that want straightforward, fully-insured group plans without the underwriting complexity of larger groups.
Learn more about Small Group →
Best for: growing businesses that want straightforward, fully-insured group plans without the underwriting complexity of larger groups.
50+ /
Large Group Health
For businesses with 50+ full-time-equivalent employees. Subject to the ACA employer mandate. More plan design flexibility — including level-funded and self-funded options that can lower costs for healthier groups. More carriers willing to quote, more leverage at renewal.
Best for: established businesses that want cost-control levers and customized plan designs.
Learn more about Large Group →
Best for: established businesses that want cost-control levers and customized plan designs.
Small Group Health (2-49 employees)
ACA-compliant fully-insured plans for growing teams. Predictable rates, broad provider networks, simple administration.
01 /
Multiple carriers, side-by-side
We quote your group against multiple A-rated carriers in your state. PPO, HMO, EPO, HDHP — we show you the actual rate impact of each plan design so you can balance employee experience against employer cost.
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Contribution strategy that works for you
Defined contribution, defined benefit, employee-only vs. family tiers — we model your contribution structure against participation requirements so your group qualifies for coverage and your costs stay predictable.
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Tax credit eligibility check
If you have fewer than 25 full-time-equivalent employees with average wages under the IRS threshold, you may qualify for the Small Business Health Care Tax Credit (up to 50% of premiums). We check eligibility upfront.
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Annual renewal advocacy
When your carrier sends a renewal increase, we don’t just pass it along. We re-shop your group, negotiate when leverage exists, and recommend changes only when they genuinely benefit your team.
Large Group Health (50+ employees)
More carriers, more funding structures, more leverage. We help you choose the right framework for your group’s risk profile and cash flow.
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Fully-insured, level-funded, self-funded
Three core funding approaches, each with very different cost dynamics. Fully-insured is simplest. Level-funded offers savings potential for healthier groups with limited downside. Self-funded gives maximum flexibility but assumes more risk. We model all three.
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ACA employer mandate compliance
If you have 50+ FTEs, the ACA requires you to offer affordable, minimum-value coverage to full-time employees and their dependents — or pay penalties. We make sure your plan offering and tracking process keep you compliant.
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Carrier leverage at renewal
Large groups have negotiating power small groups don’t. We use your group’s actual claims experience (when available) to challenge renewal increases and competitively shop your account.
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Ancillary and voluntary benefits
Dental, vision, life, disability, and voluntary worksite benefits — bundled or separate. We help you design a benefits package that’s attractive to candidates without inflating your fixed costs.
What Our Clients Say
Real reviews from real clients.
“Found Maher Group online and saw the great reviews. Ally talked with me for 45 minutes about health insurance for our family of 6. She responds quickly via phone or text. Extremely knowledgeable, does not leave any stone unturned. Highly recommend!”
“I had an amazing experience working with Deven Plunkett to get health insurance. They were incredibly patient, knowledgeable, and took the time to explain all of my options in a way that was easy to understand. They made what could have been a stressful process feel smooth and reassuring.”
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Related: Group & Employer FAQs · Individual Health Insurance
Whether you have 5 employees or 500, we can quote your group.
One call to a licensed group benefits agent. We’ll talk through your team size, your current carrier, your renewal timeline, and what you’re trying to fix. Then we’ll quote it across multiple carriers and walk you through every option.
Get My Group QuoteFrequently asked questions
Common questions about employer-sponsored group health insurance.
What’s the difference between small group and large group?
The dividing line is 50 full-time-equivalent (FTE) employees. Under 50 FTEs, you’re a small group: ACA small group market rules apply, with community-rated premiums and defined plan tiers. At 50 or more FTEs, you’re a large group: ACA employer mandate applies, but you gain access to more funding structures (level-funded, self-funded) and more plan design flexibility.
How is a full-time-equivalent employee calculated?
A full-time employee is someone working 30+ hours per week. Part-time employee hours are added together and divided by 30 to get the FTE count. For example, two employees working 15 hours each equal one FTE. The total of full-time employees plus FTEs determines your group size for ACA purposes.
What does it cost the employer?
Cost depends on group size, employee demographics, location, and plan design. Most carriers require the employer to contribute at least 50% of the employee-only premium. We’ll model several scenarios — defined contribution, defined benefit, and various tier structures — so you can choose the contribution strategy that fits your budget.
When can I start a group plan?
Group plans typically have a first-of-the-month effective date. To meet that date, applications and employee enrollment usually need to be completed 15-30 days in advance. The fourth quarter is the busiest time for group renewals (most plans renew January 1), so we recommend starting your quote process at least 60 days before your target effective date.
What is a level-funded plan?
Level-funded plans look and feel like fully-insured plans from the employee’s perspective — same fixed monthly payment, same network — but the employer pays a portion that goes toward claims. If actual claims come in below expectations, the employer may receive a refund at year-end. Available to most groups of 10+ employees and especially attractive to healthier groups.
Does it cost anything to work with a Maher Insurance agent?
No. Our service is completely free. We’re paid by the insurance carriers when your group enrolls, and our compensation is the same regardless of which carrier you choose — so our recommendations are based on what fits your business best, not what pays us most.