01
Describe your team accurately
Prepare a count of employees, where they work and whether you are also considering coverage for owners or dependents. Distinguish employees from independent contractors. Classification and eligibility questions can affect which options are relevant; use qualified advice when those questions are unclear.
02
Set priorities before comparing products
Think about your budget, contribution goals, hiring needs and the time available to administer benefits. Ask employees about broad coverage priorities without requesting diagnoses or private medical records. Have existing benefit documents and renewal dates ready.
03
Ask what is actually available
Discuss eligibility, costs, participation requirements, networks and administration for the specific options presented. A small-business consultation is not a promise that every group plan or reimbursement arrangement is offered. Ask who handles enrollment, changes, billing and employee support.
04
Leave with a practical next step
Identify the information still needed, who will compare proposals and what deadlines apply. Ask about employer obligations and obtain legal or tax advice where appropriate. Do not announce benefits or cancel a current arrangement until the terms and implementation dates are confirmed.
Further reading: HealthCare.gov: self-employed or small employer
Hailey’s consultation calendar