Size Changes the Work. It Does Not Change Whether We Can Help.
Tell us the size of your group. The work scales, and we will say plainly if another route would serve you better.
Employers worry that they are too small to matter or too large for a firm like ours. What changes with size is the set of rules that apply, the funding choices open to you and how much administration the program carries.
What Is Actually True About Size
What Is Actually True
- The rules that apply to a group change as it grows, and the point where a group crosses a threshold is when planning matters most.
- Funding choices widen with size, from fully insured plans to arrangements where the employer carries more of the risk.
- Smaller groups tend to need more help with administration and compliance because they have fewer people to do it.
- Larger groups tend to need more help with analysis, funding strategy and vendor coordination.
What CFH Does About It
- We tell you where your size puts you, and what changes at the next threshold.
- We match the work to your size, whether that is administration and compliance or funding strategy and benchmarking.
- We tell you if another route would serve you better.
- We give you a written read you can keep.
What Changes With Size
Four size bands, and what each one tends to need most.
Small employers carry the same obligations with fewer people to carry them.
What we do about it: We take on the administration and compliance work so a small team is not stretched.
Crossing a threshold changes what applies to you, and it happens before anyone plans for it.
What we do about it: We flag the threshold early and model what it means for the offer and the reporting.
Funding choices widen and so does the cost of getting them wrong.
What we do about it: We compare funding options and benchmark the program against what is available.
Complexity grows with multiple vendors, locations and plans.
What we do about it: We coordinate the vendors, benchmark the program and manage the calendar.
Questions Employers Ask About Size
Are We Too Small?
Probably not. Smaller groups often benefit most from having administration and compliance handled, and we will say if another route fits better.
Are We Too Large?
Probably not. Larger groups have more to coordinate, and we scale the work to match, from benchmarking to funding strategy.
What if We Are Growing?
Tell us where you are heading. We flag the thresholds ahead of you, so the change is planned rather than a surprise.
Too Small or Too Large: The Detail
Size affects how we help, not whether we will talk to you.
Smaller Employers Need Simplicity
We focus on clarity, compliance, and keeping administration light. Small employers often have one person handling benefits alongside other duties. Plain explanations, simple enrollment steps and reminders about required notices matter more than a long list of options, and the administrative load should stay manageable for that person.
Larger Employers Need Depth
We focus on funding, data, and strategy. Larger employers usually have more ways to fund and structure coverage, and they have claims data worth analyzing. The questions become how to use that information, how much risk to carry and how to coordinate benefits across several locations.
Rules Change at Thresholds
COBRA, ACA, and other rules begin at certain sizes. Knowing your side matters. The rules that apply depend on headcount, and the counts can include part-time staff or be measured in different ways. Employers near a threshold should confirm with counsel which requirements apply and when, so duties are not missed as the company grows.
We Tell You Honestly
If someone else is a better fit, we say so. An employer should expect a candid answer about fit in the first conversation, including what a different type of adviser could offer. Fit depends on the group’s needs, complexity and the level of service it wants from the relationship.
Common Questions About Size
Is there a minimum size?
Reach out. We will tell you honestly.
Is there a maximum?
Reach out. We will tell you honestly.
What if we are growing?
We plan for the thresholds you will cross.
What if we are shrinking?
We adjust compliance and plan design.
Do small employers get different service?
Same care, scaled to your needs.
Do larger employers get dedicated resources?
Service is built around the account.
What is the first threshold?
COBRA begins at 20 employees, and the ACA employer rules at 50 full-time equivalents.
What about state rules?
State rules vary. We help you apply them.
How do we start?
Tell us your situation.
Send us your renewal.
We’ll tell you whether it looks competitive, where we see opportunity, and the five questions we’d put to your carrier. No cost, and no obligation to move anything.
The renewal letter
Your current plan summary
Contribution split by tier
Enrolled counts by tier
Four documents — two more if your group is 50 or more. Nothing else; every extra one is a reason to postpone.
An independent employee benefits consulting firm. We look at the entire benefits program — cost, plan performance, risk and administration.
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