Group Benefits
Done Differently
843 Benefits focuses on the needs of the employer and employee first. We don't have salespeople or account managers. We don't have quotas or cut agent commissions to incentivize new sales. We also don't lose many clients because we spend more time taking care of existing relationships than we do seeking new clients.
Instead we have advisors who are accountable to their clients, focused on education and directly available to your employees to assist when needed. We call it being customer service obsessed.
Plus, our compensation grows as your business grows, so our success stays perfectly aligned with yours. It’s not the most common way to do things — it’s just the best.
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Need help enrolling, have a question about a claim, or just want to better understand your benefits? Book a 1-on-1 meeting with your advisor whenever you need it!
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What makes a plan successful and sustainable?
We help you create and administer benefit plans that are...
ENGAGING
Improve engagement by increasing helpful communications between the employees and your advisor, and offerring mutiple opportunties to connect throughout the year, in conjunction with wellness programs that make their benefits program more fun.
Health centered
Take care of the sick with great insurance, but also provide a diverse range of programs that addresses the cause of increased insurance costs, medical risk, in hopes of limiting the frequency and severity of claims in the future.
Tech SAvVy
We invest in technology to streamline enrollment for employees and give them 24/7 access to their benefits, while simplifying administration with easy to use tools that can be integrated with most payroll providers at the click of a button.
ACCOUNTABLE
Business owners often don't understand the difference between independent brokers
and large national agencies.
As an independent we are compensated the same on day 1 as day 1000, and that compensation is based on the number of enrolled employees, so doing things that are in your best interest, are also in our best interest.
Need some ideas to help get your thoughts together?
Here are some common strategies to consider.
THE START-UP
With just a $15/month minimum spend per employee, you can offer supplemental benefits like dental, vision, life, or disability — with zero participation requirements.
It’s a great fit for restaurants and small businesses where full medical benefits aren’t required and most employees earn under $50K per year.
Employees stay eligible for federal tax credits toward their own individual health plans, while you offer real benefits without heavy costs.
tHE bASICS
Take Care of Your Team — Without Breaking the Bank
Offer a simple dual-option medical plan plus voluntary supplemental benefits to keep costs under control.
We typically recommend contributing 70–80% toward a Bronze-level plan, giving employees the flexibility to upgrade to Silver or Gold if they need richer coverage.
For budgeting, plan on $250–$400 per employee.
tHE RECRUITER
If You’re Serious About Growth, Show It in Your Benefits
Top talent — especially those with families — expect real support. That means contributing toward both employee and dependent costs with a dual-option medical plan.
Smart employers also throw in a $30–$50 defined contribution for extras like dental, vision, and other supplemental benefits.
Want to stand out even more? Add employer-paid perks like basic life insurance or Employee Assistance Programs (EAPs). Small moves, big impact.
THE EXECUTIVE
Benefits That Actually Fit Your Team — Not Just the Org Chart
When you've got executives and frontline staff under one roof, a one-size-fits-all benefits plan won't cut it. We help you build a smarter strategy that actually makes sense.
Example?
✅ 70–80% contribution for employee + dependents plus a $100 defined contribution for higher wage earners.
✅ 70–80% employee-only medical plus a $50 defined contribution for the rank and file.
Real benefits for real people. Not just check-the-box coverage.
READY TO GET STARTED?
We want to make the process of obtaining benefits or getting exceptional service as easy as possible. If you have any trouble with the below guidance please use our book online tool to pick a time to chat and we'll walk you through it!
Step 1: Submit our Group Client Information Form online.
Step 2: Download our 843BHM CENSUS
Step 3: Use the UPLOAD DOCUMENTS link to return census along with current bills, benefit summaries and renewal documents.
Step 4: If requesting a change of agent, please download our Agent or Record Letter and upload a signed copy on your letterhead for all lines of coverage.
Step 5: BOOK A MEETING and lets talk about it!
If you need INDIVIDUAL COVERAGE please follow that link in our menu to get to that section of our business model.
"If we want to reduce the cost of protecting ourselves against the bad things that can happen but hope never will, we MUST look to the causes of those conditions, and take some responsibility for our decisions. Not just spend more on insurance!"
​​Dave WilliamsCEO | Founder 843BHM
Education is crucial for both employers and employees.
Here's a short description of popular plan types...
FULLY
INSURED
(Traditional Group Plans)
BLUE CROSS BLUE SHIELD
UNITED HEALTHCARE
BLUE CHOICE
CIGNA
Fully Insured refers to traditional insurance from carriers you know like Blue Cross Blue Shield, Blue Choice, United Healthcare, and Cigna. These plans charge you a premium based on rates that are filed with the state and are only affected by age, zip code, and smoker status. If you have less than 50 employees there is no chance of being declined or rated up for medical conditions, but there are also very few rewards for good health.
843 Benefits was established based on the fact that with fully insured business we can't do anything about the rates. What we could do, was provide the latest administration and enrollment technologies for free, connect you with other business services that provide amazing service, and give your employees a community wellness program designed to get them engaged in healthier activities.
LEVEL
FUNDED
(the new kid on the block)
UHC
CIGNA
AETNA
ALLSTATE
BLUE CHOICE
BLUE CROSS BLUE SHIELD
Level Funded 101: Under a level funded plan, an insurance company determines a funding amount for the year based on the employer’s prior experience or health assessment. Then the employer pays a set amount to an insurance company every month to pay for claims, fixed costs, and administrative expenses. This regular, equal payment is why the product is called a “level” funded plan.
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At the end of the year, if the total claims, costs, and expenses are less than the employer’s contributions for the year, the employer gets a refund. If the total claims, costs, and expenses are more than the employer’s contributions, the carrier covers the shortfall with insurance.
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This model is exciting to us at 843 Benefits because we can help employers and employees take control of future rate increases by reducing risks and promoting healthy activities.
ICHRA
Individual Coverage
Health Reimbursement Account
BLUE CROSS BLUE SHIELD
ZIZZL (Third Party Administrator)
Employers looking to offer an Individual Coverage Health Reimbursement Account generally range in size from 1-20 employees. However we also see large groups with 50+ employees who have been hit hard with annual cost increases benefit from this program. Contributions can be a flat dollar amount or scaled to increase with age or enrollment of dependents.
One of the benefits of this plan is that each employee can choose their own plan to fit their needs and budget. Ironically that is also one of the biggest downfalls as support and education for employees who are all on different plans can be difficult.
Typically the larger the employer the more complicated this becomes but software is improving. In SC enrollments are done directly with BCBS separate from your supplemental benefits so having a good system in place to manage it all is important. (Hint...we got you covered!)
Defined
Contribution
Plans
Dental, Vision, STDI/ LTDI, Life Insurance, Critical Illness, Accident Insurance.
Provided by Companion Life, Guardian, Unum, Sun Life and others.
Defined Contribution Plans are a great way to insure benefits are being provide for ALL EMPLOYEES. The employer "defines" a specific contribution amount per employee and receives a tax credit just like they do for a medical plan. The employee then has the freedom to personalize their benefit plan by self-directing the contribution to the insurance solutions which are most important to them.
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Any costs beyond the contribution amount are the responsibility of the employee which makes budgeting for the employer very easy.
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Additionally, this plan does not constitute a group medical benefit, so for those on federal subsidies and HC.gov, there is no impact.
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130 RIVER LANDING DRIVE SUITE 1D
CHARLESTON, SC 29492
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BLUFFTON
1024 BERKELEY HALL BLVD
BLUFFTON, SC 29909