Benefits programs that retain people and respect the budget.
TMRW Benefits is a full-service employee benefits brokerage serving companies of 2 to 200+ employees. We handle group health, ICHRA, level-funded plans, ancillary coverage, ERISA compliance, plan design, employee enrollment, and renewal negotiation. Most clients see meaningful benefits savings within 24 months through funding-model optimization and competitive carrier sourcing.
Plan, comply, support — across the year, not just at renewal.
Plan strategy & design
Fully-insured, level-funded, self-funded with stop-loss, ICHRA, QSEHRA, ancillary, supplemental, EAPs.
Compliance & administration
ERISA plan documents, SPDs, Form 5500, COBRA coordination, Section 125, HIPAA, ACA filings.
Year-round support
Real-time benefits questions, claims escalation, network help, life events, employee education.
Pick the right structure for your group.
| Model | Best for | Savings potential | Risk |
|---|---|---|---|
| Fully-insured | Any size · predictability priority | Modest at renewal | Carrier keeps surplus |
| Level-funded | 25–150 employees · healthy demographics | 5–25% via year-end refund | Variable but capped |
| Self-funded | 100+ employees · stable claims history | 15–40% over multi-year | Claims volatility · stop-loss mitigates |
| ICHRA | Any size · diverse workforce | Highly variable | Predictable for employer |
Discovery, action, implementation, partnership.
Discovery
Review current benefits, census, claims data, renewal history. No commitment.
Strategic action
Model 3–5 alternative structures. You see the math, not the pitch.
Implementation
Carrier paperwork, employee comms, ERISA docs. Most setups in 30–60 days.
Ongoing partnership
Quarterly check-ins, mid-year claims review, proactive renewal prep.
What HR directors and CFOs ask first.
What is ICHRA?
Individual Coverage Health Reimbursement Arrangement. Instead of a group plan, the employer reimburses employees tax-free for individual health insurance they buy themselves. Created by IRS final rule in 2019. Any size company can use it; no participation requirement.
What's the difference between fully-insured, self-funded, and level-funded?
Fully-insured: fixed premium, carrier takes claims risk, no refund. Self-funded: pay claims as they occur, with stop-loss for catastrophic. Level-funded: hybrid — fixed monthly payment, employer keeps unused claim funds at year-end.
How long does setup take?
New group plans take 30–60 days from quote acceptance to effective date. Renewals or carrier switches at the same effective date take 15–30 days. ICHRA setups take 30–45 days because employees individually enroll.
What ERISA documents does my company need?
Plan Document, Summary Plan Description (SPD) given to all participants, Form 5500 annually if 100+ participants, and proper recordkeeping. We provide templated docs and Form 5500 prep.
What happens at renewal?
Carriers issue renewal rates 60–90 days before anniversary. We analyze, run market quotes from competing carriers, and present 2–3 options: stay with negotiation, switch carriers, or restructure plan design. Many groups save 10–25% by switching at renewal.