Benepicks answers everything

Instead of forcing all employees into the same group plan, Benepicks gives each employee a personalized benefits allowance. They can then choose individual health plans that actually fit their needs and budget. This typically saves businesses 20–30% while improving employee satisfaction and retention.

Most companies save 20–40% in their first year. The exact amount depends on your current group plan costs, employee demographics, and location. During your demo, we’ll provide a personalized savings analysis based on your specific situation.

Our platform provides access to hundreds of health plans from major insurers, plus smart plan-matching tools that help employees compare coverage, networks, and doctors. Our licensed advisors provide personalized guidance — and in rare cases where someone can’t find suitable coverage, we work with them directly to find solutions.

We specialize in small to mid-sized businesses (10–500 employees). That’s where personalized benefits make the biggest impact, since these companies often overpay for group insurance but have the most diverse employee needs.

Everything: platform access, employee guidance and support, compliance management, ongoing administration, reporting, and dedicated customer success. You get all the benefits of personalized coverage with none of the administrative burden.

We charge a transparent monthly fee per employee. Our incentives are aligned with yours: we succeed when you save money and your employees are happy.

Benepicks is industry-agnostic, but we’re especially popular with startups, nonprofits, healthcare clinics, tech companies, remote teams, construction, manufacturing, agriculture, and professional services firms.

Yes — this is where ICHRA shines. Employees can select plans that work in their specific state and network, and our compliance engine ensures all federal and state regulations are met automatically.

Most companies are up and running within 2–3 weeks. This includes setting up your benefits allowances, onboarding employees, and guiding plan selection. We handle all the heavy lifting while keeping you informed every step of the way.

You can switch at any time. Individual plans qualify employees for a Special Enrollment Period when a new ICHRA is offered. We coordinate the transition to minimize coverage gaps and ensure a smooth experience.

We work closely with these employees to find plans that include their current doctors and cover ongoing treatments. Our advisors provide extra support during the transition to ensure continuity of care.

We provide 24/7 employee support through chat, phone, and email. Your HR team doesn’t need to become benefits experts — we handle all employee questions directly and provide monthly reports on support activity and satisfaction.

Absolutely. We provide launch templates, onboarding emails, and live Q&A sessions to help employees understand their options and feel confident choosing coverage.

Yes. We integrate with most major payroll systems including ADP, Paychex, Gusto, and others via secure API. If you use a system without direct integration, we provide simple CSV or SFTP exports for quick processing.

Yes. Benepicks supports automated premium reimbursements and direct carrier billing where available. Employees can also use autopay or upload proof of payment each month — we handle the rest.

You’re never locked in. Our agreements are month-to-month because we’re confident you’ll stay for the savings and simplicity. If you ever choose to return to a group plan, we’ll help coordinate the transition.

Log in to Benepicks to browse plans from major carriers. Our smart comparison engine and licensed advisors help you find the right plan for your doctors, prescriptions, and budget.

Usually, yes. You can filter plans by doctor or network, and our advisors can confirm coverage before you enroll.

Your employer defines eligible expenses, but they typically include individual health premiums and can also include dental, vision, or other qualified medical costs.

Reimbursements are processed monthly. Upload your proof of premium or expense, and we’ll handle verification and payment automatically.

You’ll just need a premium invoice or carrier statement showing your name, plan, and payment amount. Screenshots and PDFs are accepted.

Perfect. As long as it qualifies under ICHRA rules (major medical, not short-term or sharing plan), you can keep it and be reimbursed through Benepicks.

If your employer’s ICHRA offer is affordable, you won’t qualify for Marketplace premium tax credits. If it’s unaffordable, you can opt out and apply for them. We’ll walk you through how to decide.

Your ICHRA benefit ends when employment ends, but you keep your individual policy. Since the plan is yours, you stay covered — you’ll just pay the insurer directly. COBRA doesn’t apply in the same way, but we’ll help you with the transition.

For many employees, yes. You get to choose a plan that fits your health needs, network preferences, and budget — instead of being forced into a one-size-fits-all group plan.

Very little. You’ll approve monthly reimbursements we calculate, review reports, and stay updated with occasional compliance notices. We handle everything else.

Yes. ICHRAs allow up to 11 employee classes (e.g., full-time, part-time, seasonal, location-based, etc.) with separate allowance levels per class. We help design compliant classes during setup.

Certain ownership structures (like S-Corps or LLCs) have specific IRS rules. We’ll help you determine eligibility and ensure the plan is structured correctly.

Yes — you can expand reimbursements to include dental, vision, mental health, or wellness stipends as defined in your plan documents.

You’ll have a real-time dashboard showing reimbursements, enrollment, employee engagement, and support trends.

Yes. We collaborate with benefits advisors, brokers, and accounting partners. Our partner tools and reporting make it easy to co-manage clients and share insights securely.

Absolutely. We use Individual Coverage Health Reimbursement Arrangements (ICHRAs), which are fully compliant with the Affordable Care Act and approved by the IRS, DOL, and HHS. We handle all compliance requirements, documentation, and reporting on your behalf.

An ICHRA can satisfy the ACA’s employer mandate if it meets IRS affordability standards. Benepicks automatically performs affordability calculations and provides documentation for your records.

If an ICHRA is considered affordable for an employee, they generally can’t also receive Marketplace premium tax credits. If it’s unaffordable, they may opt out of the ICHRA and keep or apply for tax credits. We include affordability notices and help employees understand their options during enrollment.

We handle all ACA reporting requirements for you, including 1094 and 1095 forms. You’ll receive copies for your records, but we take care of the filing and compliance work.

We’re fully HIPAA compliant with enterprise-grade encryption and privacy protocols. Benepicks maintains SOC 2 Type II controls and undergoes regular security audits to ensure all employee data is protected.

We stay current on all state regulations and ensure compliance across every state where your employees reside. Our compliance team monitors changes and updates our processes automatically.

We maintain all required documentation and provide full audit support. Our compliance team coordinates directly with auditors and supplies the necessary records.

That depends on how you decide to setup the plan. If its needed, we include it. A Section 125 Premium-Only Plan (POP) is required for pre-tax employee deductions. We can help you explore if this is the right option for you during setup.

Yes. We include all required notices such as the Eligibility Determination Notice (EDN) and Marketplace guidance so employees can make informed coverage decisions.