BenefiBenefit Administrators

Real numbers, not a range

Request a proposal.

A carrier cannot quote a group it cannot see. So this page collects the one thing a real proposal needs: a date of birth, gender and home ZIP for every eligible employee, and for every dependent they cover. Build it here and send it, or build it here and send us the file yourself — both buttons are at the bottom.

Not ready for that? Ask for a consultation instead — a twenty-minute conversation, nothing to prepare.

Read this before you start typing

This page collects personal information about your employees and their families. We ask for exactly four things per person — date of birth, gender, home ZIP code, and who they are to the employee — because carriers cannot rate or issue a plan without them. We do not ask for names, Social Security numbers, member IDs, or anything about anyone’s health, and you should not type them into this page. Employees are identified by number here, not by name.

If your organisation would rather not submit this through a website at all, use Download the file instead at the bottom. On that path nothing you type ever leaves your own computer.

The employer

Describe it in your own words. We will suggest the SIC code underneath — pick the closest one.

Where the business sits. Employees’ own ZIPs go in below.

Eligible employees

Every W2 employee working more than 30 hours a week on a regular basis, plus owners however they are paid — including the ones who waive your coverage. Not 1099 contractors. Full definition ›

Census 0 employees · 0 enrolling · 0 waiving · 0 dependents

Anything else

Multiple states, seasonal staff, a plan design you are attached to. Please don’t name individuals.

Sending it delivers the census to Benefi over an encrypted connection, into Benefi’s own account. Downloading it instead keeps everything on your own machine — nothing is transmitted at all.

Who counts as an eligible employee

Carriers rate and test participation on the eligible population, not the enrolled one — so an accurate number needs every eligible employee counted, including the ones who waive your coverage.

  • Any W2 employee working more than 30 hours per week on a regular basis
  • Owners of the business — eligible regardless of how they are paid
  • Eligible employees who waive coverage. They still count.
  • 1099 contractors. They are not employees and are not eligible for coverage
  • Employees working 30 hours a week or fewer

The owner one catches people out most often. If you take a draw or a K-1 rather than a paycheck, you are still eligible and you still belong in the count.

Why a date of birth

Age is the single largest input into a medical rate. Bands get an indication close; they do not get a carrier to issue. Every carrier prices off the actual date.

Why gender

Several of the lines quoted alongside medical — life and disability in particular — are rated on it, and carriers require it on the enrollment record either way.

Why each employee’s own ZIP

Not for rating. For network adequacy. A plan has to give the people covered by it reasonable access to care — a sufficient network of providers and facilities where they actually live, not where the office is. An employer in one ZIP with a third of the staff two counties away is a real problem, and it is much better found now than after the plan is in force.

It is also the reason we ask for dependents’ details. They use the network too.

Why we ask what the business does

Carriers rate by industry as well as by age. The SIC code decides which industry factor gets applied, and a handful of industries are loaded or declined outright by particular carriers. Getting it right at census time means we go to the right markets first rather than re-quoting a fortnight later.

If none of the suggestions fit, leave it — your description in your own words is the part we actually need, and we will assign the code.

What happens to it

It goes to the carriers we are quoting, for underwriting, and nowhere else. It is not sold, not rented, and not used for marketing. See the privacy policy, which sets out retention and deletion in full — and which you can hold us to.

Not ready for this yet?

Ask for a consultation instead. Twenty minutes about what you have now and whether anything better exists for a group your size. Nothing to prepare, no employee data at all. If the conversation goes somewhere, come back here.