Group benefits in Michigan, built and managed by a team of five.
CFH is an independent, middle-market employee benefits consulting firm. We design, place and run group health, dental, vision, life and disability programs for Michigan employers. For proper coverage of an account we work in teams of five: an account executive, an account manager, a plan analyst, customer service and IT. See who we serve →.
A group benefits program is more than a medical plan.
Most Michigan employers buy several lines at once. Each has its own carrier, renewal date and compliance duties, which is why we manage them together as one program.
Medical and Pharmacy
Fully insured, level-funded and self-funded options, with the pharmacy benefit reviewed alongside the medical plan.
Dental and Vision
Plans chosen to fit how your employees actually use care, priced and renewed alongside the rest of the program.
Life and Disability
Basic and supplemental life, plus short-term and long-term disability, placed and serviced with everything else.
Voluntary Benefits
Critical illness, hospital indemnity, identity theft protection and legal plans that employees can add and pay for themselves.
Spending Accounts
HSA, FSA and HRA accounts, Section 125 cafeteria plans and ICHRA, set up and administered correctly.
Employee Support
Enrollment education, plan-fit calls and a chat assistant available around the clock, so HR is not answering every question.
The funding model decides what a renewal can do to you.
Fully insured, level-funded and self-funded plans carry different risk, different cash flow and different levers at renewal. We model each one against your own claims and census before recommending any of them.
Fully Insured
The carrier takes the risk and sets a fixed premium. Predictable, and a sound starting point for many smaller groups.
Level-Funded
A fixed monthly payment with a possible refund if claims run low. Often worth testing for small and mid-sized groups.
Self-Funded
The employer pays claims directly, with stop-loss as protection. More control and transparency, with more risk to manage.
The right program looks different at every size.
2 to 50 Employees
A group plan can be set up with as few as one W-2 employee, in any month, with no employer contribution required. Employees can pay for their own coverage.
51 to 250 Employees
Funding options widen, ACA obligations begin, and carrier leverage grows. This is where level-funding and self-funding are worth modeling.
250 or More Employees
Self-funding, stop-loss design, pharmacy strategy and multi-state compliance, with a dedicated team that knows your plan.
Run the numbers before you call anyone.
Renewal Increase Checker
See whether your renewal increase is normal for a group like yours before you respond to it.
ICHRA vs. Group Plan Calculator
Compare the cost of an ICHRA with a traditional group plan for your own employees.
Employer Contribution Calculator
Model what different contribution strategies cost you and your employees.
PA 152 Calculator
For public employers: check your plan against the Michigan Public Act 152 contribution rules.
Group plans come with filings, notices and deadlines.
ACA Reporting and Penalties
Employers with 50 or more full-time equivalent employees must offer affordable minimum-value coverage and file ACA returns.
ERISA, COBRA and Form 5500
Plan documents, notices and annual filings that most group plans owe, tracked on a calendar so nothing is missed.
Michigan Requirements
State-specific rules and deadlines for Michigan employers, kept current on one calendar.
Group benefits in Michigan: common questions.
How small can an employer be and still offer group health insurance?
A group plan can be set up with as few as one W-2 employee, can start in any month, and does not require an employer contribution. Carrier rules on participation vary, so we confirm them before you apply.
When should we start looking at a new group plan?
Earlier than feels necessary. Renewals are priced well before the effective date, so your best leverage comes before the letter arrives. Send us your renewal and we will review it at no cost.
Do we have to offer coverage to avoid ACA penalties?
It depends on size. Employers under 50 full-time equivalent employees are not subject to the employer mandate. At 50 or more, you must offer affordable minimum-value coverage to full-time employees or risk penalties.
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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