Employee Benefits Design in Bloomfield Hills That Fits the People You Employ

We are CFH Insurance Consultants, an independent benefits firm in business since 2007. No carrier owns us. We help employers in Bloomfield Hills, Birmingham, Royal Oak, West Bloomfield and across Michigan build plans that make sense for their workforce.

Employee Benefits Design

Benefits design is how you put your plan together. It covers the deductible, copays, network and prescription drug tiers. It also covers how much you pay toward premiums, which is called your contribution strategy. And it includes add-ons like dental, vision, life and disability.

Here is how we help with employee benefits design in Bloomfield Hills:

• We look at who works for you: ages, families, locations and what they use.
• We model a few plan options side by side, with the cost to you and to each employee.
• We explain the trade-offs in plain words, so you can pick with confidence.
• We help you explain the plan to employees before open enrollment in the fall.

A few Michigan facts shape the design. Michigan has no state disability program, so short-term disability is your choice to offer. And employer-paid group term life above $50,000 is taxable to the employee.

What is a good health plan design for a small business?

There is no single right answer. It depends on your people and your budget. In Michigan, small group means 50 or fewer employees. Rates come from carrier filings, employee ages and ZIP codes.

Common choices for small employers include:

• A high-deductible plan with a health savings account (HSA). You can add money to each HSA to soften the deductible.
• Two plan choices. A richer plan and a leaner plan let employees choose what fits.
• A QSEHRA. This lets employers with fewer than 50 full-time employees repay workers for individual coverage.
• An ICHRA. This works the same basic way and is open to employers of any size.

Can we offer direct primary care with an HSA?

Now you can, within limits. Direct primary care is a flat monthly fee for access to a primary care doctor. IRS guidance in 2026 lets it sit alongside an HSA, up to $150 a month for an individual or $300 for a family.

Be clear about what it does. A Society of Actuaries study found direct primary care lowered care use. On average, it did not lower net employer cost. We help you decide if it fits your goals.