EPA-certified techs are the hardest hires in the trades, and every competitor with a truck is recruiting yours. We find affordable group and level funded plans that help HVAC companies cover owners, installers, and service techs — and keep them off somebody else's van.
A senior service tech who can diagnose anything and close the sale on a replacement system is worth their weight in refrigerant — and they get recruited constantly. Health benefits are one of the strongest ways to keep your best techs answering your calls, not a competitor's.
We lean on level funded and ICHRA options that keep costs predictable, work for shops of two to fifty or more, and give you clear guidance on who you are required to cover.
There is no single right plan. We compare every structure and show you the real numbers so you can pick what fits your team and budget.
The traditional group plan. Predictable monthly premiums, strong carrier networks, and simple administration for your team.
Most familiar
Fixed monthly cost with a potential refund if your team stays healthy. Often the best value for younger, healthier groups.
Cost savings
Reimburse employees tax free for individual plans they choose. Budget control for you, flexibility for your team.
Flexible budget
Round out your package with ancillary benefits that cost little but mean a lot when recruiting and keeping staff.
Complete packageTwo trucks or twenty, here is what we help owners solve.
Certified HVAC techs have their pick of employers. Benefits are how you win the hire and keep them past busy season.
Attics in July, rooftops, refrigerant, ladders. Health coverage sits alongside your other protections so your people are cared for on and off the clock.
Summer surge, shoulder-season slowdown. Your core crew stays covered year-round while seasonal helpers under the hours threshold are not required on the plan.
W-2 techs go on the group plan; 1099 subs get individual marketplace options, often subsidized. We handle both.
A quick call about your team size, budget, and what you want the plan to do for you.
We pull quotes across every major carrier and plan structure, side by side with real numbers.
You choose the plan that fits. We handle enrollment, employee questions, and the paperwork.
We manage renewals, adds and drops, and keep your costs in check year after year.
Real pricing depends on your team, location, and plan, but here is a realistic range so you know what to expect. Most employers cover part of the premium and employees pay the rest.
| Coverage | Typical Monthly Range | Notes |
|---|---|---|
| Per employee, single | $350 to $650 | Split between employer and employee |
| Level funded group | Often 10 to 30 percent less | Possible refund if claims stay low |
| ICHRA | You set the budget | Reimburse a fixed amount tax free |
| Dental and vision add-on | $8 to $30 per person | Low cost, high impact for retention |
"My best installer had an offer from a bigger outfit. Adding benefits kept him on my trucks."
"I thought a three-truck company could not do group coverage. A level funded plan proved me wrong."
"Straightforward and free. They handled the paperwork during my busiest month of the year."
Yes. HVAC companies with as few as two employees can qualify for group or level funded coverage. Level funded is often the most affordable route for a young, healthy crew.
Single coverage commonly runs about 350 to 700 dollars per month and is usually split with the employee. Level funded options can lower that for a healthy team. We show exact numbers free.
Generally you offer coverage to full-time staff, defined as 30 or more hours per week on average. Seasonal helpers under that threshold do not have to be on the plan.
1099 subs are not eligible for the group plan, but we can set them up with individual ACA marketplace coverage, often subsidized, at no cost to you or them.
Group coverage can be set up any time of year. There is no open enrollment window to wait for like there is with individual plans.
Free consult. No pressure. No fees. We do the comparison for you and handle the setup.