Employee benefits for North Dakota and Minnesota businesses, built around the team that runs yours.
A benefits package built around your people, not the easiest plan to place. Group health, dental, vision, life, and disability reviewed by an independent point of contact who also knows your commercial picture. North Dakota and Minnesota.
All Benefits Coverages
Every benefit reviewed as part of one integrated package, built to attract and retain your people.
A Year-Round Process, Not a Once-a-Year Event
Independent employee benefits advising for businesses with roughly 5 to 50 employees in ND and MN. Group health, dental, vision, life, and disability, designed to attract and retain your best people, without the administrative burden.
“Employee benefits are not just a cost, they are one of the most effective retention tools a small business owner in ND or MN has. The difference is in how the plan is designed, communicated, and renewed every year.”
Common questions about employee benefits for small businesses
You can offer group health insurance with as few as one full-time employee, though most carriers require a minimum of two. There is no maximum, but small group plans typically serve businesses with 1–50 employees. The key requirement is that a minimum percentage of eligible employees (usually 70%) must enroll.
Businesses with fewer than 50 full-time equivalent employees are not required by federal law (ACA) to offer health insurance. However, many business owners with 5–50 employees choose to offer benefits to attract and retain top talent. State laws may have additional requirements, consult a local benefits specialist.
The average employer contribution to group health insurance is $600–$800 per employee per month, though costs vary significantly by plan type, carrier, employee demographics, and location. Employers typically contribute 50–80% of the premium cost, with employees covering the remainder through payroll deduction.
Yes, but with restrictions. You can offer different plans to different classes of employees (full-time vs. part-time, salaried vs. hourly) as long as the classifications are consistent and non-discriminatory. An experienced benefits specialist can help you structure your eligibility rules correctly.
A benefits broker works independently and can access plans from multiple carriers to find the best fit for your business. A captive agent represents a single carrier and can only offer that company's plans. An independent agency that offers benefits is always working in your interest, not the carrier's.
Ideally, start your open enrollment planning 60–90 days before your plan anniversary or the November 1st open enrollment window. This gives your agency time to shop carriers, prepare employee communications, and resolve any compliance questions before deadlines hit.