The TMRW Broker Exchange Portal is a turnkey benefits platform brokers can offer their clients at no cost. Brokers get a real-time dashboard showing client and member activity, product purchases, and commission visibility. Clients get a self-service enrollment portal where employees can shop and enroll year-round. The portal lives at brokerexchanges.com.

Yes. Brokers retain full ownership of their client relationships and book. TMRW operates as a platform partner, not a competing producer. We don't market to your clients independently, don't reassign accounts, and don't lock you into exclusivity. You can leave the platform with your book intact.

Commission splits vary by carrier and product type. Major medical typically pays a percentage of premium per the carrier's broker schedule; ancillary, supplemental, and lifestyle products pay flat or percentage commissions. The full commission grid is shared during application — tailored to your states and product mix. There is no platform fee taken out of carrier-paid commissions.

Most brokers complete onboarding in 5-10 business days. Steps: application, carrier appointment paperwork (some appointments are instant, others take 3-5 days), portal setup and training, first client load. TMRW provides a dedicated onboarding manager so you're not navigating it alone.

TMRW maintains carrier appointments with major medical carriers including Cigna and Blue Cross Blue Shield, plus a wide ancillary lineup covering dental, vision, life, disability, hospital indemnity, critical illness, accident, identity theft, pet insurance, and mental health Teladoc services. Specific carriers vary by state.

In most states, employers with 1-50 W-2 employees qualify for small group health insurance. New York and a few other states allow groups as small as 1 to qualify. To be a "small group," typically at least one full-time non-owner W-2 employee must enroll. Carriers also require a minimum participation rate, usually 50-75% of eligible employees.

ICHRA (Individual Coverage Health Reimbursement Arrangement) lets the employer reimburse employees tax-free for individual health insurance they buy themselves. ICHRA works best for companies with diverse workforces, multiple locations, or budgets that don't fit traditional group rates. Any size company can use it; there's no minimum or maximum employee count.

The 2026 affordability threshold is 9.96% of household income, up from 9.02% in 2025. The lowest-cost silver plan premium in the employee's rating area, minus the ICHRA monthly reimbursement, can't exceed 9.96% of household income. The 2026 ESR B Penalty for unaffordable coverage is $417.50/month or $5,010/year per affected employee.

Fully-insured: employer pays a fixed premium, carrier takes claims risk. Self-funded: employer pays claims directly with stop-loss insurance for catastrophic claims. Level-funded: hybrid — fixed monthly payment, employer keeps unused claim funds at year-end as a refund. Choice depends on group size, demographics, and risk tolerance.

Form 5500 must be filed if your ERISA-governed health plan had 100 or more participants on the first day of the plan year. Participants count = covered employees + COBRA-qualified beneficiaries + retirees. Dependents do NOT count. Due July 31 for calendar-year plans (extension to October 15 via Form 5558). Penalties exceed $2,000/day for late filings.

Group health premiums vary by region, demographics, plan design, and carrier. The employer typically pays 70-85% of the single premium and 50-70% of the family premium. Costs in the New York metro area skew higher than national averages. TMRW provides accurate quotes specific to your employee census.

Carriers issue renewal rates 60-90 days before plan anniversary. TMRW analyzes the renewal, runs market quotes from competing carriers, and presents 2-3 options: stay (with negotiation), switch carriers, or restructure plan design. Many groups save 10-25% by switching carriers or modifying plan design at renewal.