Benefits and time off are more than just perks — they’re key to attracting, retaining, and supporting the people who help your business grow.
Continuum Advantage
The Program
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COBRA
How Does COBRA Insurance Work?
COBRA applies to most private sector businesses with 20 or more employees. It requires an employer's group health insurance plan to continue after qualifying life events. These include:
- Termination or a reduction of the covered employees’ hours
- Divorce or legal separation from covered employee
- Death of a covered employee
- Medicare eligibility for a covered employee
- Loss of a child's or dependent's health insurance coverage under the plan
Qualified beneficiaries under COBRA include:
- Employee
- Spouse
- Former Spouse
- Dependent Children
The amount of time COBRA benefits last depends on the qualifying life event you experience. In some cases, it may be for 36 months. If your hours were reduced or your job was terminated, you can receive COBRA benefits for 18 months.
ACA Healthcare Program
The Affordable Care Act (ACA), sometimes called Obamacare, refers to the federal legislation designed to make health insurance more affordable. All Affordable Care Act plans must include these 10 essential health benefits:
- Prescription Drugs
- Preventive & wellness services
- Pregnancy, maternity & newboarn care
- Pediatric services
- Hospitalization
- Ambulatory patient services
- Mental health & addiction services
- Emergency services
- Laboratory services
Alternative POE
We will assist in getting additional quotes
A PEO, or Professional Employer Organization, is a type of full-service human resource outsourcing that operates under a co-employment model. In this arrangement, the PEO takes on various employee administration tasks, such as payroll, benefits administration, and compliance, allowing businesses to focus on their core operations. Essentially, a PEO becomes the employer of record for tax purposes and assumes many administrative responsibilities associated with human resources management.
What is a PEO? — Forbes
Small Group Plan
A small group health insurance plan provides health benefits to employees of a small business, usually defined as having 1 to 50 full-time equivalent (FTE) employees (though some states, like California, may define it as up to 100)
Eligibility
To qualify as a small group:
- The employer must have between 1 and 50 FTE employees (or up to 100 in some states)
- The employer must contribute at least 50% of the premium for employee-only coverage
- At least 70% of eligible employees must enroll (some exceptions apply if employees have other coverage)
- The employer must offer coverage to all full-time employees (typically defined as working 30+ hours/week)
Coverage Features
- Covers essential health benefits as required by the Affordable Care Act (ACA), including preventive care, hospitalization, mental health, and maternity services
- Cannot deny coverage or adjust premiums based on employee health conditions
- Employers can choose from a variety of plan types: HMO, PPO, EPO, HDHP, etc
- Plans can also include dental, vision, and life insurance add-ons
Cost & Tax Benefits
- Employers often pay a portion of the premium, and employees pay the rest through payroll deductions
- Employers may be eligible for the Small Business Health Care Tax Credit (if they have fewer than 25 employees, pay average wages under ~$61,400, and cover at least 50% of the premium)
- Premiums paid by the employer are typically tax-deductible as a business expense.
Where to Get a Small Group Plan
- Insurance carriers directly (e.g., Blue Cross, UnitedHealthcare, Aetna)
- Health insurance brokers or PEOs (Professional Employer Organizations)
- SHOP Marketplace (Small Business Health Options Program) on HealthCare.gov (limited use now, but still active in some states)
Pros & Cons
| Pro | Con |
|---|---|
| Workers' Compensation | Yes, in all states |
| Unemployment Insurance | Yes |
| Social Security & Medicare | Yes |
| FMLA Leave (if eligible) | Yes (50+ employees, certain conditions |
| COBRA Coverage | Yes (for companies with 20+ employees) |
| ACA Reporting & Coverage | Yes (if 50+ FTE employees— must offer health plan |
Benefits. Balance. Growth.
The Approach
Employers typically offer a benefits package to attract and retain employees, support wellness, and meet legal or competitive standards. While offerings vary by company size, industry, and location, here’s a comprehensive list of common employer-provided benefits, grouped by category:
Dental Insurance: Preventive, basic, major care, orthodontia
Vision Insurance: Exams, glasses, contacts, LASIK discounts
Mental Health: Counseling, EAPs, therapy app access
Wellness Programs: Gym subsidies, smoking cessation, nutrition, on-site classes
Life Insurance: Basic, supplemental, AD&D
Disability Insurance: STD, LTD
Bonuses & Incentives: Performance bonuses, commissions, profit sharing, stock options
Family Leave: Parental, FMLA, bereavement, jury duty
Flexible Work: Remote/hybrid, flexible hours, compressed weeks
Training/certifications
Conference reimbursement
Mentorship
Commuter Benefits: Transit passes, parking, bike reimbursements
Discounts & Perks: Product discounts, company swag, meals/snacks, phone stipend
Adoption/Fertility: Expense reimbursement, treatment coverage, surrogacy
Childcare: On-site or subsidized, Dependent Care FSA
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Compliance-Based Benefits (Required or Common)
Benefit
Legally Required?
Workers' Compensation
Yes, in all states
Unemployment Insurance
Yes
Social Security & Medicare
Yes
FMLA Leave (if eligible)
Yes (50+ employees, certain conditions
COBRA Coverage
Yes (for companies with 20+ employees)
ACA Reporting & Coverage
Yes (if 50+ FTE employees— must offer health plan
| Benefit | Legally Required? |
|---|---|
| Workers' Compensation | Yes, in all states |
| Unemployment Insurance | Yes |
| Social Security & Medicare | Yes |
| FMLA Leave (if eligible) | Yes (50+ employees, certain conditions |
| COBRA Coverage | Yes (for companies with 20+ employees) |
| ACA Reporting & Coverage | Yes (if 50+ FTE employees— must offer health plan |
What's A Small Business Required to Provide?
Small Employers (Fewer Than 50 FTE's)
- 50+ will have additional requirements
- Not required to offer health insurance under federal law
- May voluntarily offer coverage and could qualify for the Small Business Health Care Tax Credit
- Fewer than 25 FTES
- Pay average wages under $61,400 (2025)
- Contribute at least 50% of premium costs
- Purchase coverage through the Small Business Health Options Program: healthcare.gov
| Employer Size | Required | Penalties If Not | Notes |
|---|---|---|---|
| < 50 FTE | No | No | May qualify for tax credits |
| ≥ 50 FTE | Yes | Yes | Must meet affordability & minimum value |
| ≥ 20 FTE | COBRA | Yes |
Other Relevant Considerations
State-Specific
Some states have additional requirements, including:
- Massachusetts, California, New Jersey, and Rhode Island require individuals to have insurance and may impose penalties on employers who don't facilitate access.
- Some states offer their own state-run health insurance exchanges, and mandated reporting.
miscellaneous
- HIPAA: While not requiring insurance, businesses that provide health coverage must comply with privacy and nondiscrimination rules
- ERISA: Employers who offer group health plans must comply with ERISA disclosure and fiduciary requirements.
- Medicare Secondary Payer Rules: For companies with 20+ employees, Medicare is secondary to group health insurance for covered employees over age 65.
