Retail runs on people, and turnover is expensive. We find affordable group and level funded plans that help store owners keep strong managers and associates without wrecking already tight margins.
In retail, your best associates and managers are what set your store apart, yet thin margins make benefits feel out of reach. The right plan structure changes that math.
We lean on level funded and ICHRA options that keep costs predictable, handle part-time and seasonal staff, and give you clear rules 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 packageOne location or several, here is what we help retail owners solve.
Every point of margin matters. We find level funded structures that cut cost without cutting coverage.
Benefits help you keep the managers and associates who keep your store running smoothly.
Hours swing with the season. We set eligibility rules that fit how retail actually staffs.
Adding stores complicates coverage. We keep one simple plan across all your locations.
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 manager was about to leave for a big-box job with benefits. A level funded plan let me keep her."
"Two shops and lots of part-timers. They sorted out who I had to cover and found a plan I could afford."
"Simple and free. They handled my staff's questions so I could focus on the floor."
Yes. Retail businesses with as few as two employees can qualify for group or level funded coverage. Level funded is often the most affordable route for a healthy team.
Generally you offer coverage to full-time staff, defined as 30 or more hours per week on average. We help you track hours and decide who is eligible.
Single coverage commonly runs about 350 to 650 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.
Yes. We set up one plan that covers your team across every location so administration stays simple as you grow.
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.
One store and six stores are different problems. Participation, rating areas and seasonal staffing all behave differently once you have more than one location.
A single store with a handful of full-time staff is a straightforward small-group case. The decision is usually how much you contribute — carriers typically want at least 50% of the employee-only premium.
Premiums are set by each employee’s home ZIP, so the same plan costs different amounts across your locations. Participation is measured across the whole group, not per store, which usually works in your favour: a strong-participation flagship can carry a weaker location.
Common ownership across entities can make you a single employer for ACA purposes even when each store is its own LLC. Worth confirming before you assume you are under the 50 full-time-equivalent threshold.
Genuine seasonal workers can be excluded from the full-time count under the seasonal worker exception. Getting the definition right matters if your headcount doubles in Q4.