Benefits Administration

Benefit Providers can manage your employee benefit programs allowing you to offer more options to your employees, while saving you time, money and decreasing the probability of human error. Our benefit administration program can be integrated in to your Payroll and/or HR administration, or done alone.

Our services include Group Insurance, HRA (Health Reimbursement Accounts), HSA (Health Savings Account), FSA (Flexible Spending Accounts) and 125 Plans. To learn more about the benefits we administer, or to find out how to customize our benefits to meet the needs of your company, contact us today.

HRA (Health Reimbursement Accounts)

HRAs give your employees greater flexibility and discretion over how to use health care benefits, and help your company save money. An HRA is a benefit plan used to help cover medical expenses such as copays, coinsurance, deductibles and services that are not covered by your employer’s standard group health plan. (The standard group health plan can be any plan, not only “high deductible plans.”)


Individual Coverage Health Reimbursement Arrangement (ICHRA) is an IRS-approved tax savings plan that gives employers a great alternative when it comes to providing health benefits. The ICHRA allows employers to reimburse employees tax-free for qualified insurance premiums or insurance premiums & non-insured medical expenses, offering a more personalized, account-based health benefit.


With a QSEHRA, employees have the ability to secure their own medical insurance either on or off the marketplace. This allows the employee to have an active role in finding the right medical coverage for their situation.

FSA (Flexible Spending Accounts)/ 125 Plans

FSAs provide the opportunity to have a pre-tax Flexible Spending Account (FSA) — governed by Section 125 of the IRS Code — that lets you pay for your medical expenses using pre-tax money. You decide the amount of money to deduct from your paycheck BEFORE taxes. This pre-tax money is put into a Flexible Spending Account (FSA) to be used to pay for medical expenses, such as doctor and prescription copays, eligible over the counter medications and other medical expenses not covered by your insurance plan. You are funding your FSA account using pre-tax money, which reduces your gross taxable income, thus reducing your state, federal and FICA taxes. Since you are using your FSA pre-tax money to pay for your medical expenses, your net spendable income is increased — like giving yourself a raise. 

HSA (Health Savings Account)

HSA is another plan that provides your employees greater flexibility and discretion over how to use health care benefits — all while saving your company money. An HSA is a tax-free savings account that can be used to pay for qualified medical copays and deductibles, lab costs, over-the-counter drugs, health insurance premiums during any period of unemployment, as well as other medical expenses not often covered by group health plans such as dental, optical and more. 


Many employers today simply do not have the time or resources to stay abreast of the ever-changing complex laws surrounding COBRA administration. Outsourcing COBRA to FBA not only lowers risk of falling outside of compliance, but it also allows you to redirect your focus back to the success of your business.