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Health coverage for you as an owner — or a group plan your team will actually understand. No jargon, no runaround, no benefits homework on top of everything else you run.
From one-person shops to growing teams — same goal: benefits that make sense at your size.
You take care of everyone else — who’s taking care of your coverage? Whether you’re a solo operator or an owner whose team isn’t ready for a group plan yet, there are real options for covering yourself and your family well.
Thinking about a group plan to keep good people or attract new ones? We’ll walk you through how group coverage works, what it typically costs at your size, and how to set it up without drowning in paperwork.
Renewals creeping up every year? Team grumbling about the network? A review compares what you have against what’s out there now — and often finds better coverage, a better price, or both.
Benefits feel complicated because nobody explains them. Here’s the plain-English version.
Not ready for a group plan? Owners can often find strong individual or family coverage for themselves — and depending on your situation, there may be several paths worth comparing before you pick one.
A plan you sponsor for your team. Group coverage often requires fewer employees than owners expect, and offering it is one of the strongest signals that yours is a business worth staying at.
You don’t have to pay for everything. Employers typically contribute a portion of employee premiums, and how you structure that contribution shapes both your budget and what your team takes home.
In a tight labor market, health benefits are often the difference between keeping your best people and training their replacements. The math on retention frequently favors offering coverage.
Good news for busy owners: unlike individual coverage, group plans can typically start at many points in the year — and the process is lighter than you’d think.
Step 1 · 15 minutes
We learn your business, your team, and your budget — and you learn what’s realistic at your size. No commitment, no homework, no sales pitch.
Step 2 · We do the work
Our team compares plans across carriers, checks the networks your people actually use, and comes back with a short list explained in plain English — real numbers, real trade-offs.
Step 3 · Ongoing
Enrollment paperwork, employee questions, claims support, and an annual review at renewal so your plan keeps fitting as your business grows. You run the business; we run the benefits.
Joshua Ruiz founded Health Market Advocates on a simple idea: people deserve to understand their coverage, not just buy it. That goes double for business owners, who are handed the most jargon with the least time to decode it. His team of licensed advocates explains your options in plain English, shops carriers independently, and stays with you after setup — renewals, employee questions, and all.
We’re building a plain-English guidebook for small business owners: how group plans really work, what benefits cost at different team sizes, contribution strategies, and the questions to ask before signing anything.
Want it the moment it’s ready? Join the list and we’ll send it first.
🔒 We’ll never share or sell your information.
A Health Market Advocates team member will review your request and reach out within one business day.
Want to skip the wait? Book with our team now →🔒 Your information is secure and will never be shared or sold.
The questions owners actually ask us — answered the way we’d answer them across the counter.
Often fewer than you’d think — in many cases, group coverage becomes possible with just one or two eligible employees besides the owner. The exact requirements depend on your state and the carrier, which is exactly what we check in the first conversation.
Yes. If a group plan isn’t the right fit yet, owners have individual and family coverage paths worth comparing — and we’ll tell you honestly which route serves you better at your current size. When your team grows, we’ll be ready to revisit.
No. Employers typically contribute a portion, not the whole premium, and there’s real flexibility in how you structure it. Your contribution level affects both your budget and how attractive the benefit feels to your team — we’ll help you find the balance that works.
It varies more than owners expect, and there are options at many budget levels. The honest math also includes what turnover costs you: recruiting, training, and lost productivity often cost more than a reasonable benefits contribution. A review gives you real numbers instead of assumptions.
Usually not. Unlike individual coverage, small group plans can typically begin at many points during the year. If you’re feeling the pressure now — a key hire, a renewal spike, team requests — there’s rarely a reason to wait months to act.
No — our guidance comes at no cost to you. We’re compensated by insurance carriers when you enroll, and that doesn’t change your rates. Because we’re independent and compare many carriers, our recommendation is built on what fits your business.
