Turn employee benefits into a competitive advantage.

The page describes traditional insurance with independent access to major carriers, a PEO-supported voluntary benefits package, a self-funded captive for ancillary benefits and a fully insured package with payroll-driven savings. Each suits a different workforce size and goal. The guided starting point asks for your workforce size and main goal and shows the closest strategy. It is a starting point, not an eligibility or coverage determination.

Benefitra is not tied to one carrier, so the work starts with fit rather than a predetermined carrier. The page lists dental and vision, life and disability, and supplemental coverage such as accident, critical illness and hospital indemnity. Offers are compared on price, network, service and contract terms. It suits employers that want familiar coverage and a straightforward market comparison.

The page positions it for small businesses that want a broad benefits mix without adding employer cost. Benefits can be offered on a voluntary, employee-paid basis, with no required employer contribution and none of the usual carrier minimum enrollment or participation requirements. Enrollment, service and ongoing support run through the PEO. Availability depends on the PEO and the carriers involved, so confirm the details for your group.

The page describes it as typically for employers with 100 or more employees. A self-funded captive structure can give a larger employer access to ancillary benefits it may not otherwise offer, while lowering premiums, which can raise voluntary enrollment, and retaining eligible underwriting surplus. The page notes that returning eligible excess does not remove the employer's own fiduciary duties.

It is a fully insured, supplemental benefits overlay designed to sit on top of existing systems, with setup, enrollment, onboarding and training managed for the employer. The page shows estimated employer savings and estimated employee take-home impact. The page states that availability, approvals, savings and employee outcomes vary by state, employer, payroll, eligibility and elections, so treat the figures as estimates, not guarantees.

No. The page says the guided starting point is a starting point, not an eligibility or coverage determination. You choose the closest workforce size and primary goal, and it shows the strategy that best matches those two answers. Eligibility, final plan design and pricing depend on the carriers, your employee census and underwriting, so a conversation with an adviser is still needed.

The page lists ancillary and voluntary carriers and programs including MetLife, Lincoln Financial, Principal, Reliance Standard, Unum, Equitable, Ameritas, OneAmerica, Chubb, Trustmark, Kemper, Kansas City Life and Companion Life, plus legal, identity and dental-vision providers. Which of them can serve your group depends on your state, size and eligibility, so ask for the current options when you request a comparison.

The page cites Department of Labor guidance: ERISA health-plan fiduciaries must act prudently, monitor providers and pay only reasonable plan expenses, including scrutiny of commissions and other third-party compensation. Returning eligible excess can strengthen an employer's cost-governance record, but it does not eliminate the underlying fiduciary duties. Document your decisions and review compensation disclosures from every provider.