Hospitality and Food Service
High turnover, part-time employees, and tight margins make traditional plans impractical. Employers need flexible options that scale with staffing changes.
Deliver More for Your ALE Clients with Structured, Scalable Solutions
Applicable Large Employers operate in a different reality. Workforce size, compliance exposure, and rising healthcare costs create constant pressure to balance financial responsibility with employee access to care. Traditional plans often become difficult to sustain, yet doing nothing introduces risk.
A well-structured benefits strategy gives ALEs more control. It aligns compliance with cost management and delivers coverage the workforce can actually use.
Evolved Benefits equips brokers with the tools, structure, and administrative support to confidently serve ALE clients. You gain access to flexible plan options that align cost, compliance, and usability, allowing you to guide clients with clarity and deliver solutions that perform.
Where Brokers Create Value with ALE Clients
ALE groups present consistent opportunities for brokers to lead with strategy. With the right framework, these opportunities translate into stronger client relationships and better outcomes.
- Aligning ACA compliance with cost efficiency
- Structuring benefits across diverse workforce populations
- Bringing stability and predictability to long-term planning
- Offering benefits employees understand and use
- Simplifying administration as organizations grow
Industries where Evolved Benefits have the greatest impact on cost control and employee satisfaction:
Solutions You Can Bring to Your ALE Clients
There is no single solution. The right strategy depends on workforce structure, budget, and long-term goals. Evolved Benefits provides a range of structured solutions that allow you to tailor your approach based on each client’s workforce and goals.
Effective health benefits solutions for Qualified Applicable Large Employers.
MEC
Plans
Meet ACA requirements while significantly reducing employer costs. MEC plans provide access to preventive care and help avoid broad-based penalty exposure.
Captive
Plans
A structured, group-based approach to risk sharing. Captives allow employers to gain more control over claims performance, reduce volatility, and participate in underwriting outcomes.
Self +
Level Funded
Offering a range of options from full transparency and control to predictable monthly costs with the opportunity for refunds if claims are lower than expected.
Frequently Asked Questions
How does Evolved Benefits support brokers?
We work alongside you to structure, model, and implement solutions. You remain the primary advisor, supported by a team focused on execution and results.
When is it appropriate to introduce alternative funding strategies?
Alternative funding becomes a strong option as clients look to bring more structure, flexibility, and long-term alignment into their benefits strategy.
How does MEC fit into a broader plan design?
MEC plans provide a strong compliance foundation. From there, you can build a more comprehensive offering by layering additional benefits that fit the workforce.
How do I determine the right approach for a client?
We evaluate workforce structure, financial goals, and plan objectives to present clear options that support informed decision-making.
How is administration handled?
Plans are supported through SBMA’s administrative platform, including enrollment, eligibility tracking, and ongoing support, creating a streamlined experience for both brokers and clients.
Are these solutions adaptable across industries?
Yes. These strategies are designed to align with a wide range of workforce structures and industries, providing flexibility as client needs evolve.
What is the first step?
Begin with a review of your client’s current plan, workforce, and goals. From there, we can map out options that align with their objectives. Contact us to get pricing and options.
What qualifies a company as an Applicable Large Employer (ALE)?
An ALE is any business with 50 or more full-time or full-time equivalent employees. This designation determines whether the employer is subject to ACA employer mandate requirements.
Do ALEs have to offer health insurance?
ALEs are required to offer qualifying coverage to at least 95 percent of full-time employees or risk employer mandate penalties.
What is the biggest cost driver for ALE health plans?
Claims utilization and plan design are the primary drivers. Many employers overpay for coverage that employees do not fully use, which creates an imbalance between cost and value.
Is fully insured coverage still the best option?
For some employers, yes. But many ALEs are moving toward alternative funding models to gain more control over costs, improve transparency, and reduce long-term spend.
How do MEC plans fit into a broader strategy?
MEC plans are often used as a foundational compliance strategy. They can be paired with voluntary benefits, telemedicine, or other options to create a more complete offering without the cost of traditional plans.
When does self-funding make sense?
Self-funding becomes viable when an employer has stable cash flow, a sufficient employee population, and a willingness to engage in active plan management.
What is the advantage of level-funded plans?
They provide cost predictability while still offering the potential for savings. Employers avoid large upfront risk while gaining some of the benefits of self-funding.
How do captives reduce costs?
Captives allow employers to share risk with other like-minded organizations. Over time, this can stabilize premiums and create opportunities for cost savings tied to actual performance.
What is the first step in evaluating options?
Start with a clear understanding of your workforce, current spend, and compliance exposure. From there, you can model different approaches and identify the structure that aligns with your goals.
Latest Articles
For brokers who want to provide insights and education and employer groups who want cost containment and compliance strategies – our articles are informative and current resources to help you care for the people who make industry work.
Recent Articles
P&C and Benefits Brokers Don’t Cross-Sell. Here’s Why.May 23, 2026 - 9:06 pm- Why Clients Are Quietly Moving Toward Integrated AgenciesMay 10, 2026 - 1:58 pm
- The Hidden Risk Inside Your Own AgencyApril 26, 2026 - 6:35 am
