Employee Benefits

A detailed breakdown for HR and benefits administrators When Colorado’s Paid Family and Medical Leave Insurance (FAMLI) program officially went live, employers across the state faced new questions about how this state-mandated benefit interacts with existing coverage—particularly workers’ compensation, disability insurance, and group health benefits. Now, with 2026 just ahead and a full year of…

Open enrollment season is one of the most important times of the year for Colorado employers and their employees. It’s an opportunity for your team to review employee benefits, make informed choices, and ensure coverage that supports their health, finances, and well-being for the year ahead. For employers, it’s also a chance to strengthen workplace

Why This Question Matters for Colorado Employers Offering employee benefits is one of the largest investments a Colorado business can make in its workforce. Health insurance, retirement plans, and supplemental benefits all represent significant costs—but they’re also meant to be valuable tools for recruitment, retention, and employee well-being. But here’s the problem: if your employees

Individual Coverage Health Reimbursement Arrangements (ICHRAs) are becoming a popular option for small businesses across Colorado. For employers who want to offer meaningful health benefits without the rising costs and complexity of traditional group health insurance, an ICHRA provides flexibility, cost control, and employee choice. What Is an ICHRA? An ICHRA allows employers to reimburse

What Are Level-Funded Plans? Level-funded health plans are a hybrid between fully insured and self-funded insurance. Employers pay a set monthly amount (“level” funding) that covers three main areas: Fixed Costs – Administrative fees, stop-loss insurance, and plan management. Claims Fund – Money set aside to pay employee health claims. Reserves – A cushion for

For many Colorado employers, health insurance and employee benefits are among the biggest line items on the budget—and often one of the most stressful. Premiums continue to rise year after year, but simply chasing the lowest-cost plan can leave both employees and businesses shortchanged. A truly cost-effective benefits strategy isn’t just about lowering premiums. It’s