Employee benefits.Know what fits.
For employers with 5 or more employees: review benefit options, ask what they cost and cover, and understand how they would fit with your current health plan before making a change.
Supplemental benefits and health insurance are different decisions.
CHAMP supplemental benefits: a separate review
Start with the health coverage your company already offers. Review a CHAMP supplemental benefits proposal separately from major medical health insurance; do not treat it as a replacement. Request the current program documents and review what the proposal would add, what it would cost the company and employees, participation requirements, and who would manage enrollment and questions. Evaluate the specific proposal on its own terms rather than assuming it includes other types of supplemental benefits.
Your group health plan remains separate
Review any supplemental option separately from major medical coverage. Do not assume it can replace your health plan or satisfies your company’s coverage obligations.
Confirm what employees would receive
Ask for current plan documents showing covered services, exclusions, employee costs, provider access, and dependent eligibility. A benefit name alone does not tell you what is covered.
The company gets a real analysis first
Start with employee count, current benefits, and your priorities. If a detailed analysis is appropriate, agree on the necessary information and a secure way to share it.
Review the proposed terms and total costs before deciding. Payroll, tax, legal, and benefit conclusions should be confirmed with your CPA or benefits counsel.
A benefit has to work for the company and the people using it.
Switch views to see why the conversation is different for leadership and employees.
How would it fit your current benefits?
Ask what changes, what stays separate, and whether the proposal affects existing coverage or obligations.
What would the company need to administer?
Review payroll steps, participation requirements, fees, and responsibilities before moving forward.
Who handles setup and employee questions?
Confirm who owns implementation, enrollment communications, service questions, and future changes.
Which services and providers are included?
Check the specific services, provider access, limitations, and exclusions in the current plan documents.
What would employees pay?
Review contributions, copays, other charges, and any prescription list. Do not assume a particular medicine or service is included.
Who is eligible, and how do they use it?
Confirm employee and dependent eligibility, enrollment steps, and where participants go for help.
These are review questions, not a list of promised benefits. Coverage, availability, and eligibility are governed by the specific plan documents.
Ask for the details. Not a promise.
A headcount-only estimate cannot tell you what a benefits program will mean for your company.
Current plan documents
Confirm covered services, exclusions, eligibility, and employee costs for the actual proposal.
A complete cost picture
Review fees, contributions, participation assumptions, and payroll or administrative changes.
Professional review
Have your CPA or benefits counsel review applicable tax, legal, and payroll questions before enrollment.
Is the CHAMP Plan Too Good to Be True?
It is the first question most employers ask, and it deserves a straight answer. An opinion letter by Emily Langdon, an employee benefits and ERISA attorney at Fraser Stryker PC LLO, examines how the CHAMP Plan is built and the legal distinction behind it.
Why the CHAMP plan works, legally and practically
The structure of the plan, and the distinction its legal analysis draws from other arrangements.
The "double dip" problem
Issues related to certain unrelated wellness plan arrangements, and why the IRS ruled the purported tax-free payments are taxable wages.
Two components, two tax treatments
A pre-tax Minimum Essential Coverage plan under Section 125, and a post-tax population management plan. Why that split matters.
CHAMP Plan distinguishing factors
What separates the CHAMP Plan from the arrangements that drew scrutiny, in the letter's analysis.
From first questions to an informed decision.
The process begins with your company’s information, not a preset projection.
Share the basics
Employee count, current benefits, and enough context to see whether a detailed review makes sense.
Run the company analysis
Confirm what data is necessary and how it will be shared securely. Do not send payroll files through this page.
Review the proposal
Compare benefit terms, total costs, administrative requirements, and unresolved questions with your advisors.
Implement with support
If you choose to proceed, confirm responsibilities, enrollment steps, and the ongoing support arrangement.
A real team handles the details.
Sean and Lishele Wigand work directly with owners and HR leaders. You get help understanding the proposal, preparing for due diligence, and managing the steps after a decision.
HELP.Your friend with benefits
Find out whether it fits your team.
Book a short call to discuss team size, current benefits, and priorities. Prefer a follow-up? Send basic business details in the form.
Request a benefits review
Share your company name, employee count, and what you want to review. This form sends your inquiry to Coverage Babe. Do not include payroll files, medical information, Social Security numbers, or banking details.
What employers ask before the analysis.
The plan documents, company analysis, and professional review should answer the details that a marketing page cannot.
Does this replace our current group health insurance?
Do not treat a supplemental benefit as a substitute for major medical coverage. Review the specific proposal and any effect on your existing plan with your benefits advisor before making changes.
What size companies can request an analysis?
This page is designed for employers with 5 or more employees. Final eligibility and suitability depend on the company and plan requirements.
Can you tell us what it will cost or save?
Not from employee count alone. A company-specific review needs current program terms, fees, participation assumptions, and appropriate professional review. No savings or tax outcome is promised on this page.
What information is needed for a detailed review?
Begin with your company location, employee count, current benefits, and the question you want to answer. A detailed review should identify the specific program, current documents, total costs, participation requirements, and administrative responsibilities. Confirm what information is necessary and how it will be transferred securely before sharing files. Do not send medical information, payroll records, or employee documents through this form or ordinary email.
Should our CPA or benefits counsel review it?
Yes. Payroll, tax, Section 125, legal, and accounting conclusions should be reviewed by the appropriate qualified professional before enrollment.
What happens if the plan is not a fit?
Coverage Babe will explain the concern and the available next steps. Requesting an analysis does not obligate the company to enroll.