Frequently Asked Questions

There is no reliable Houston average that predicts your company's premium. Carriers price the actual group using current census information, coverage tiers, plan design, network, participation, employer contribution, and funding structure. Your cost is only known after quoting. PCI can compare options from 70+ carriers once those inputs are clear.

The carrier generally needs an accurate employee census, eligibility details, desired effective date, current coverage or renewal information when available, and an idea of the employer contribution. Level-funded reviews may require additional information. Clean, current inputs reduce the risk that a preliminary quote changes when enrollment and eligibility are verified.

Two brokers can produce different quotes when they use different carriers, census dates, plan designs, provider networks, employer contributions or funding terms. First compare those inputs on the same effective date, then compare premiums and employee cost sharing. A cheaper proposal may represent different coverage rather than a lower price for the same plan.

You can adjust plan design, network breadth, employer contribution, eligibility choices within applicable rules, and the funding approach. You cannot change employee demographics or a carrier's filed rates. The goal is not simply the lowest premium; it is a cost your company can support with coverage employees can realistically use.

Neither is automatically cheaper or better. Fully insured plans transfer claims risk to the carrier for a set premium. Level-funded plans combine claims funding, administration, and stop-loss protection, so contract terms and maximum exposure matter. PCI compares both when appropriate and explains the risk, cash flow, and renewal implications rather than relying on the opening price.

An HRA can reimburse eligible healthcare expenses when paired with an appropriate plan. An ICHRA is a distinct arrangement that may reimburse eligible individual coverage under specific rules. Either can make the employer contribution more defined, but neither is a fit for every workforce. Plan interaction, administration, notices, and employee access should be reviewed first.

Affordable Care Act obligations depend on full-time and full-time-equivalent counts, not just a simple headcount. Employers with 50 or more full-time employees, including full-time equivalents, are generally subject to the employer shared-responsibility rules. Smaller employers can still offer coverage, and other requirements may apply. PCI reviews your facts rather than assuming the threshold answers every compliance question.

Start before the renewal deadline leaves no room to collect a clean census, compare carrier responses, review networks, make a decision, and communicate with employees. The exact schedule depends on the group and carriers. Earlier preparation gives you more time to correct missing information and evaluate real alternatives without rushing enrollment.