Employee Benefits Management
Benefits Management Solutions for Employers
When we first opened our doors in 1854, employee benefits as we know them today were nonexistent. Workers put in 65-70 hour weeks, and modern labor laws covering hours, wages, and safety did not exist. Health insurance, unemployment, sick days, and vacation time didn’t evolve until decades later — in 1938, Franklin Delano Roosevelt established the first federal minimum wage at 25 cents an hour.
Today, employee benefits are a vital part of the compensation package, including both statutory benefits mandated by law and optional benefits offered to attract and retain talent. Employers face a labyrinth of employment laws, compliance issues, and tracking requirements. At Gilbert’s Risk Solutions, whether we’re serving a technology firm with a half dozen programmers or a manufacturer with hundreds of workers, our goal is the same: to become your one-stop expert partner as an adjunct to your internal HR department, helping you structure cost-effective, compliant benefits programs nationwide.
Working with Trusted Benefits Management Companies
We partner with the nation’s premier insurance carriers and benefits administration companies, giving you access to a full range of funding structures and plan designs.
Benefits Management Solutions We Offer
Ancillary Benefits
Supplemental coverages employers offer alongside a core medical plan, such as group life, dental, vision, and more.
Multiple Employer Welfare Arrangement (MEWA)
Group health coverage that lets employers pool together for better rates and stability.
Captive Health Insurance
Group captive arrangements that let employers share risk and reclaim underwriting profit.
Self-Funded Health Plan
Instead of paying fixed premiums to an insurance carrier, the employer pays employee claims directly as they occur.
Level-Funded Health Plan
A self-funded structure with predictable monthly payments and potential year-end refunds.
Fully Insured Health Plan
The employer pays a fixed premium to an insurance carrier, who thentakes on the financial risk of paying employee claims.
ICHRA Health Insurance
Reimburse employees tax-free for individual market health plans.
Travel Insurance
Coverage for trip cancellation, interruption, and medical emergencies for business or leisure travel.
We also offer insured and self-funded health insurance, consumer-driven health plans, long- and short-term disability, dental and vision insurance, long-term care insurance, life insurance, Section 125 plans, voluntary benefits, Employee Assistance Programs (EAP), and wellness programs.
Our Benefits Management Services Approach
We offer a full complement of benefits from the nation’s premier insurance partners, and our experienced employee benefits consultants can help you develop a package that’s right for your workers and your budget nationwide. Our approach is consultative and solutions-based.
Your Outsourced Partner Across Every Benefits Structure
Whether you need a MEWA, a captive, a level-funded plan, or something else entirely, our experienced benefits and HR consultants help you navigate the full range of options — not just one. A 2015 study found U.S. employers face about a 12% chance of an employee claim that could result in a lawsuit; compliance, documentation, and HR best practices are your main defense.
HRIS: Gilbert’s Benefit Portal
We provide employee benefit clients access to our Gilbert's Benefits Portal, a robust Human Resource Information System (HRIS). This cutting-edge tool enables year-round, paperless benefit administration, including onboarding and new employee enrollment, benefits administration, PTO tracking, payroll and benefits integration, and templates for job descriptions and handbooks.
HR Compliance + Value Added
Our benefit clients have complete access to HR360, an online compliance resource offering step-by-step guidance and tools, including federal and state labor law posters, 500+ forms, and more — covering the ACA, FMLA, COBRA, HIPAA, harassment and discrimination, leave laws, immigration laws, benefit laws, and file maintenance laws. Join us for complimentary Lunch & Learn seminars on important HR and compliance topics.
Benefits Management FAQs
Benefits management involves designing, administering, and maintaining compliance for an employer's benefits package — from health insurance to retirement plans — while keeping costs sustainable.
We evaluate alternative funding structures like level-funded plans, captives, and MEWAs, which can offer more cost predictability and control compared to traditional fully insured plans.
Fully insured plans have a fixed premium paid to an insurance carrier that assumes the risk. Self-funded plans have the employer paying claims directly (often with stop-loss protection), which can offer more control and potential savings but also more risk exposure.
It depends on your risk tolerance, claims history, and workforce size — smaller employers often benefit from MEWAs or level-funded plans, while larger, more stable groups may consider a captive arrangement.
