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This new stimulus bill saves you over 47% on health benefits!

Now, leaving traditional group plans and opting for individual plans could save employers and employees over 47% on health benefits!
Want to learn more? Fill out the form below to get in touch with a healthcare expert!


Quick Overview of The New Stimulus

Watch our quick overview of the top 3 things all employers need to know about the third stimulus and the healthcare law changes just signed into law by President Biden!

Take An In-Depth Look

Want a little more information on what this new stimulus law could mean for your organization’s health benefits? Read our blog for more details!

What Employers Need to Know About The New Stimulus

Small businesses in the U.S. have been bleeding from group health insurance costs for years. Covid-19 worsened their anemic state even more. And with so many of them feeling like the pandemic could be their final blow, an unknown employer benefit in the American Rescue Plan is the very hope they need to be revived.

Included in “the $1,400 stimulus bill” is a small change with a huge impact on healthcare. Dramatic discount increases on individual plans—called Advanced Premium Tax Credits—will now cut costs in half for most families. And not only this, but even more people will qualify for those discounts, too.

For a family of 4 making $120,000, their plan cost goes down by $6,000 or more. And for a 60 year old couple making $75,000, they will see upwards of $15,000 of savings in just one year. The stories are endless.

What most employers don’t know is that they can actually take advantage of this—and they should. While the discounts are for individual plans only, since 2015, the IRS has allowed employers methods to unlock them for their employees. The result is costs cut by 35% or more for the entire group and not making coverage worse.

Leaving traditional group plans not only saves employers money, but by leveraging individual plan discounts, it also lets employees pick personal plans that fit their own needs better. Employers can even be smarter with how they spend by combining this individual plan method with group benefits—like HSA dollars and HRAs.