These examples reflect real-world business needs and the kinds of strategies we build at HappyCare. Every business is unique—but chances are, you’ll see a bit of your team in one of these.
A small design firm with 5 W-2s and 2 core 1099 contractors wanted to offer meaningful benefits without the high price tag of traditional group coverage. One team member had a chronic health condition and doesn't qualify for Marketplace subsidies. The owners wanted a solution that felt high-quality but still made financial sense.
We’d build around a private PPO group plan—available to groups as small as five—with flexible design, national networks, and lower premiums than fully insured options. For the employee with high medical needs, we’d layer in a Health Reimbursement Arrangement (HRA) to support their additional costs or cover an individual plan tailored to them. The 1099s? We’d equip them with access to voluntary supplemental benefits or pair them with Direct Primary Care and affordable catastrophic options.
A construction company has a mostly young, hourly workforce. Previous benefit plans had low participation, and costs were creeping up. The owner wants tax savings, but also control over long-term risk.
We’d implement a level-funded plan with a participation-based premium strategy to encourage more employees to enroll. We’d also introduce accident and disability coverage—a smart match for the industry.
A private practice needs to retain older employees aging into Medicare while staying attractive to younger clinical talent. The team includes a mix of admin, providers, and support roles.
We’d roll out a tiered benefits strategy—traditional group health for core staff, Medicare Advantage or Supplement consulting for senior team members, and perks like dental, vision, and wellness reimbursements to compete for Gen Z and Millennial hires.
This remote-first consulting company has team members in five states and a frustrated HR manager handling compliance, billing issues, and scattered employee questions with no support.
We’d set up a multi-state compliant group plan with centralized billing and eligibility tracking. A dedicated HappyCare service contact would support HR, and we’d develop custom on-boarding materials and lead virtual enrollment sessions.
Whether you’ve got 2 employees or 200, we’ll help you find a strategy that fits your goals, budget, and people. Let’s start the conversation.
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