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Small Business Plan Offerings
Give your employees the freedom of choice with multiple plan offerings.
Depending on the number of eligible employees, you may be able to select multiple plans, so your employees can choose the plan that`s right for them.
Just select the plans you want and we'll do the rest.
Traditional HMO Plans
Predictable cost sharing and out-of-pocket maximums make it easier for employees to manage their health care spending and give them financial peace of mind. And you’ll appreciate the variety of copayment and coinsurance options.
- Consistent, predictable costs
- Lower copays with no deductible
- No claim forms for employees to manage when receiving care at Kaiser Permanente facilities
Deductible HMO Plans
You’ll get more options at an affordable cost. With the addition of an employee out-of-pocket cost, monthly payments are lower than for traditional HMO plans, so you’ll be able to reduce premiums while still maintaining quality care and access to our physicians for your employees.
- Lower premiums than traditional HMO plans
- Wide range of deductible amounts
- Can be paired with a health savings account (HSA) or health reimbursement arrangement (HRA)
HRA and HSA-Qualified Plans
These plans offer lower premiums than other plan types, plus tax savings. With our HSA-qualified deductible plans and deductible plans with HRA, your employees will have more control over their health care dollars, helpful online decision-support tools, and the same high-value access to services as members of our traditional HMO plans. Learn more about consumer-directed health plans >
- Tax-free funds can be used to pay for care
- HRAs give you the most flexibility
- HSAs give more control to employees
Deductible HMO with HRA Plans
These plans pair the affordability of a traditional deductible HMO with the tax benefits of an HRA to offer employees more control over their health care spending, online decision support tools, and preventive services, including routine physicals. Learn more about consumer-directed health plans >
- Funds are tax-free for employees; tax-deductible for employers
- Employees receive tax-free benefits for eligible out-of-pocket expenses
With our PPO plans, your employees who live or work outside of Kaiser Permanente’s service areas or wish to maintain care with an outside doctor get referral-free access to contracted PHCS Network physicians or any other licensed provider of their choice. Learn more about PPO Plans>
- Referral-free access to any physician
- Comprehensive coverage in or out of our service areas
- Single-carrier administration
Point-of-Service Plans
Our point-of-service (POS) plans combine a traditional Kaiser Permanente HMO plan with our PPO to offer the most comprehensive options within our service areas. Three levels of coverage let members choose from Kaiser Permanente providers and facilities, PHCS Network physicians, or any other licensed provider.
Learn more about Point-of-Service Plans >
- Combines cost savings and flexibility
- Lower costs for more limited choice
- Ability to go out of network when needed
For more information
The tax references in this website are provided for informational purposes only. Consult with your financial or tax advisor or attorney for advice about federal and state income tax laws. Some plan options, products, and riders not available in all areas.
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Kaiser Permanente health plans around the country: Kaiser Foundation Health Plan, Inc., in Northern and Southern California and Hawaii • Kaiser Foundation Health Plan of Colorado • Kaiser Foundation Health Plan of Georgia, Inc., Nine Piedmont Center, 3495 Piedmont Road NE, Atlanta, GA 30305 • Kaiser Foundation Health Plan of the Mid-Atlantic States, Inc., in Maryland, Virginia, and Washington, D.C., 2101 E. Jefferson St., Rockville, MD 20852 • Kaiser Foundation Health Plan of the Northwest, 500 NE Multnomah St., Suite 100, Portland, OR 97232 • Kaiser Foundation Health Plan of Washington or Kaiser Foundation Health Plan of Washington Options, Inc., 1300 SW 27th St., Renton, WA 98057
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- Planes para Pequeñas Empresas
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Small Business
Inform your health care reform strategy.
Under health care reform, businesses with 50 or fewer full-time-equivalent employees aren’t required to offer health insurance and are not subject to potential tax penalties. If you choose to offer coverage, small business exchanges and financial assistance will be available to make this easier. If you choose not to offer coverage, your employees will still be able to buy individual coverage.
What to consider
As a small business, you have several coverage options:
- continue purchasing group health care coverage directly from an insurer
- make coverage available to your employees through the Small Business Health Options Program external page (SHOP) if available in your state
- offer neither group coverage nor access to the SHOP — sending your employees to the individual marketplace external page in your state
Decide which coverage option works best for your business and your employees.
Weigh the pros and cons of each health care coverage option described above.
Get familiar with the SHOP.
Get to know the available plan levels and cost sharing.
Learn how your current plan will affect your upcoming renewal.
- If you have a metal plan, decide whether you’ll keep that plan or select a different metal plan.
- If you have a nonmetal plan and have the option to keep that plan, decide whether you’ll keep that plan or choose a metal plan.
- If you have a nonmetal plan and can’t keep that plan, you may be offered a metal plan that most closely resembles your current plan. Decide whether you’ll offer that metal plan or choose a different metal plan.
Find out if you’re eligible for a tax credit.
If you have 24 or fewer full-time-equivalent employees, evaluate whether you’re eligible for a tax credit . You can carry any eligible health care tax credit back one year.
Determine if you’re subject to the employer shared responsibility regulations.
If you’re a larger small business with part-time workers — or a subsidiary of a larger organization — you’ll need to determine whether you’re subject to the ACA’s employer shared responsibility regulations .
Limit FSA contributions.
Starting in 2015, make sure you’re limiting annual employee paycheck contributions to flexible spending accounts (FSAs) to $2,550.
Provide written notice about marketplaces.
Provide written notice about health insurance marketplaces to new employees.
Review your current wellness program.
Review your current wellness program to make sure you’re maximizing employee rewards. Starting in 2014, the maximum reward for health-contingent wellness programs is 30% of the cost of coverage (with an additional 20% for programs that prevent or reduce tobacco use).
- Learn more about Health Care Reform external page
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Although we have attempted to present accurate information, Kaiser Permanente disclaims any express or implied warranty as to the accuracy of any material contained herein, any liability with respect to it, and any responsibility to update this material for subsequent developments. As required by the IRS, we inform you that any tax advice contained in this document was not intended or written to be used or referred to, and cannot be used or referred to, (i) for the purpose of avoiding penalties under the Internal Revenue Code, or (ii) in promoting, marketing, or recommending to another party any transaction or matter addressed herein. Users should consult with their own attorney or tax professional before making tax-related decisions.
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