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Employee Benefits

Benefits packages that actually keep your team with you.

Group health, dental, vision, life and AD&D, short- and long-term disability, voluntary benefits, 401(k), HSA, HRA, EAP, telemedicine — the building blocks of a benefits package that wins competitive hires and keeps your best people. We work with the major group carriers, do the open-enrollment lift, and stay on through the year.

Multiple group carriers comparedOpen enrollment, ACA, and compliance supportWe stay through the year — not just renewal

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Carriers we represent

35+ companies, one local team.

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Group Health Insurance Group Dental Group Vision Group Life & AD&D Voluntary & Supplemental Benefits Group Disability 401(k) & Retirement Plans HSA & HRA Plans Employee Assistance Plans (EAP)Group Telemedicine Group Hospital Indemnity

Group Health Insurance

Group health is still the #1 benefit employees value, and the right plan structure can dramatically affect your team's costs and your bottom line. We compare fully insured, level-funded, and self-funded options across multiple TN carriers (BlueCross BlueShield of TN, Cigna, UnitedHealthcare, Aetna, Humana), evaluate networks for your team's geographic footprint, and run side-by-side cost projections.

Fully insured group health (predictable, simpler)
Level-funded plans (potential savings for healthier groups)
Self-funded with stop-loss (typically 50+ employees)
Network and formulary analysis for your team
PPO, HMO, EPO, HDHP/HSA-eligible options
Open-enrollment communication, materials, and meetings

Get a Group quote Talk to a Holt advisor

Group Dental

Group dental is a high-value, low-cost benefit that consistently ranks near the top of what employees actually use. We help structure plans across PPO, indemnity, and DHMO models, balance employer-paid vs. voluntary contributions, and pick networks that work for your team's geography.

Preventive, basic, and major coverage tiers
Orthodontia (kids and/or adult)
Network choice across major TN carriers
Voluntary or employer-paid structures
Annual maximums + carryover provisions

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Group Vision

Vision insurance is one of the cheapest perks per dollar and consistently has high utilization. Annual eye exams, frames/contacts allowance, and discounts on enhancements (anti-glare, progressives) — covered through the major vision carriers (VSP, EyeMed, Davis, Humana Vision).

Annual exams + materials (frames OR contacts)
Network discounts at LensCrafters, Visionworks, etc.
Often packaged with dental at a small discount
Voluntary structure works well here

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Group Life & AD&D

Basic group term life (typically 1-2x salary, employer-paid) is a low-cost, high-perception benefit. Voluntary supplemental life lets employees buy additional coverage on themselves and dependents at group rates. AD&D adds accidental death and dismemberment coverage. We design programs that hit the right cost-to-perception balance.

Basic life (employer-paid, often 1-2x salary)
Voluntary supplemental life (employee, spouse, child)
AD&D (accidental death and dismemberment)
Guaranteed-issue limits for new hires
Portability and conversion at termination

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Voluntary & Supplemental Benefits

Voluntary benefits — accident, critical illness, hospital indemnity, cancer, supplemental short-term disability — are paid by employees but offered through your group enrollment. They cost the employer nothing, fill real gaps in major medical coverage, and dramatically improve perceived benefits value. Aflac, Colonial Life, and Allstate are the dominant carriers.

Accident insurance (lump-sum payouts for ER visits, fractures)
Critical illness (cancer, heart attack, stroke lump-sum)
Hospital indemnity (per-day cash for inpatient stays)
Supplemental short-term disability
Pet insurance (increasingly popular)
Identity theft protection

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Group Disability

Group short-term and long-term disability protect your team's income when they can't work due to injury or illness. STD typically pays 60-70% of salary for 3-26 weeks; LTD picks up after that and runs to age 65 or beyond. Many employers pay for STD; LTD is often voluntary. Either way, this is one of the most under-utilized but high-impact benefits in the catalog.

Short-term disability (3-26 week benefit periods)
Long-term disability (to age 65 or longer)
Own-occupation vs. any-occupation definitions
Voluntary or employer-paid structures
Maternity-friendly elimination periods

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401(k) & Retirement Plans

A 401(k) is now table-stakes for retaining mid-career talent — and Tennessee employers with 5+ employees who don't already offer one will eventually be subject to state-mandated programs. We help you set up a competitive 401(k) (Safe Harbor, traditional, profit-sharing, SIMPLE), choose a qualified recordkeeper and TPA, and select an investment lineup that protects you fiduciarily.

Traditional 401(k), Safe Harbor 401(k), SIMPLE IRA
Roth 401(k) options for after-tax employee deferrals
Employer match structures (matching, profit-sharing)
ERISA fidelity bonds (we write those too)
Recordkeeper / TPA / advisor referrals

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HSA & HRA Plans

HSAs (Health Savings Accounts) pair with high-deductible health plans (HDHPs) to give employees tax-advantaged savings for medical costs — money goes in pre-tax, grows tax-deferred, and comes out tax-free for qualified medical expenses. HRAs (Health Reimbursement Arrangements) are employer-funded buckets that reimburse specific medical expenses. We help structure both.

HSA-qualified HDHP design + employer contribution strategy
HRA design (ICHRA, QSEHRA, integrated HRAs)
FSA (Flexible Spending Account) integration
Compliance with IRS contribution limits
Vendor referrals for administration

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Employee Assistance Plans (EAP)

EAPs give employees confidential access to mental health counseling, financial counseling, legal consultation, and work-life support. With burnout, anxiety, and substance issues at all-time highs, an EAP is one of the highest-impact benefits per dollar in the modern catalog. Many group carriers bundle a basic EAP with group life or LTD; standalone enhanced EAPs are also available.

Confidential counseling sessions (typically 3-8 per year)
Mental health, substance, grief, family support
Financial counseling and legal consultation
Work-life resources (childcare, eldercare referrals)
Critical incident response

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Group Telemedicine

Telemedicine benefits give employees 24/7 access to a doctor by phone or video for non-emergency issues — saving copays, ER visits, and time off work. It's especially valuable for distributed teams and after-hours needs. Standalone telemedicine programs run $5-15 per employee per month and pay for themselves in avoided urgent-care visits.

24/7 access to board-certified physicians
Phone and video consultations
E-prescriptions for non-controlled medications
Behavioral health consults included on most plans
Family-inclusive (covers spouse and dependents)

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Group Hospital Indemnity

Hospital indemnity pays a fixed cash benefit per day of inpatient stay — money the employee can use for any expense, on top of their major medical coverage. With deductibles climbing every year, hospital indemnity has become one of the most popular voluntary benefits because it actually covers the gap between a major medical claim and what employees can afford out of pocket.

First-day inpatient cash benefit ($500-$2,000+)
Per-day cash benefit during the stay
ICU multipliers
Covers spouse and children
Pays in addition to major medical

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Frequently asked

Employee Benefits questions, answered.

How small does my company need to be to offer group health insurance in Tennessee?

Most TN small-group carriers will write groups as small as 2 enrolled employees (with the right ownership structure). Below that, individual marketplace plans or QSEHRA reimbursement arrangements are usually the right path. We'll walk through what fits your size and budget.

What's the difference between fully insured and level-funded group health?

Fully insured = the carrier takes the claims risk and your premium is fixed for the year. Level-funded = you pay a fixed monthly amount that includes a claims fund + admin + stop-loss; if claims come in below projection, you get a refund. Level-funded can save healthier groups significant money but requires more sophistication.

Are voluntary benefits worth it for employees?

For employees, voluntary benefits like accident, critical illness, and hospital indemnity often pay for themselves in a single ER visit or hospital stay because they pay LUMP SUM benefits in addition to major medical. For employers, they cost nothing and dramatically improve perceived benefits value — a high-leverage offering.

Do you handle open enrollment communication and meetings?

Yes — we handle open enrollment communications, prepare benefits guides, run on-site or virtual benefits meetings, and stay available throughout the enrollment period for employee questions. We don't disappear after the renewal.

Can you help with ACA compliance and reporting?

Yes — for applicable large employers (50+ FTEs) we help track ACA compliance, generate 1095-C forms, and ensure offer-of-coverage documentation. For smaller employers we help structure plans to stay compliant with affordability and minimum-value rules.

Employee Benefits

Let's talk about your employee benefits.

Get a real conversation with a real local advisor. We'll shop carriers, walk through what fits, and stick around when you need to use the policy.

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