David Imrie

As a small business owner, you might think there’s no way you can afford to offer your employees health benefits. We’re here to tell you this simply isn’t true.

 

Download The CEOs Guide to Decreasing Group Health Premium Cost

 

There are ways for small business owners to afford health benefits—they’re more affordable than you think. When you know what you’re doing and not falling into one of the many pitfalls associated with purchasing group benefits, it can actually be a fairly straightforward process.

 

In order for you to find your perfect match, avoid these common mistakes.

Not Going with 100-Percent Full Coverage

Many traditional benefits companies will try to cheat you and your employees out of full coverage, even if there’s no reason not to be covered. Don’t settle for anything less than 100-percent coverage when choosing your health benefits plan.

 

The fewer out-of-pocket expenses for your small business employees, the better.

Not Considering Your Employees’ Needs

Each of your employees is a unique individual, so why aren’t you treating them that way? Cookie-cutter benefits that offer the same coverage to everyone doesn’t consider each individual’s needs.

 

Just because one employee needs $500 worth of coverage for physiotherapy doesn’t mean they all will. So why are you offering them the exact same coverage with traditional benefits?

 

To meet everyone’s needs, the best option is a registered health spending account. This benefits plan allows your employees to pick and choose what they want to spend their health dollars on.

 

If they’re submitting for CRA-approved medical expenses, your employees have full control over where their money goes and how much they spend on different service offerings.

Forgetting about Annual Premium Increases                      

Remember premium increases? They’re those pesky costs that keep going up and up, turning your once-sound investment into a nightmare of a group benefits plan. As an expert tip, look for coverage that offers no premium increases to help you cut benefit-related costs.

Not Doing Enough Research

There are so many group benefits options available on the market—some you might never even have heard of before. Don’t settle for group benefits that are less than your employees deserve just because you didn’t take the time to do enough research.

 

You should dedicate a significant amount of time to your research and make sure you ask the right questions to gather all the answers you need to make the most informed decision.

Ignoring Current Health Trends

Health trends, from cosmetic surgery to medical marijuana, have a significant impact on how people spend their benefits dollars. Make sure you take note of what’s popular and on the rise when it comes to health spending so you can offer the right coverage to your employees.

Switching Providers Over and Over Again

You want to be satisfied with your benefits plan but it’s important to make sure you don’t fall into a “the grass is always greener” mentality. Most traditional benefit offerings are almost the exact same—switching every year creates a significant amount of work for you, with little reward in the long run.

 

There might be a reason why you’re unhappy—maybe traditional benefits just aren’t for you? If you feel like you’re stuck continuously purchasing disappointing traditional group benefits, it’s worth considering a registered health savings account to see how you could make the final switch once and for all.

Not Offering Benefits at All

There’s one thing worse than choosing a terrible benefits plan—not offering benefits at all. Your employees deserve some level of healthcare coverage. Group benefits are now an employee expectation—keep your employees happy and healthy with a reliable and affordable health benefits plan.

 

The Brokers and Planners Guide to Group Health Benefits

David Imrie

Dr. David Imrie founded RHSA Canada in 2009. Dr. Imrie is a medical doctor and former health insurance professional who has a passion for helping small businesses reduce their healthcare costs. As an executive in the insurance industry, he was shocked to find that so many common healthcare services are covered only partially by most insured plans, when employees were entitled to 100% coverage for all prescription drugs, dental services, and other healthcare expenses. Since leaving the insurance industry in 2001, Dr. Imrie committed to using newer technology to develop a better alternative program for small business health benefits.
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