Benefits built for Construction
Protect your hardworking crew with comprehensive health coverage tailored for the construction industry.
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2+
W-2 employees to qualify for a group plan
50 states
We serve businesses in all 50 states
$0
Broker fees — carriers pay us, never you
Why construction is different
Construction is one of the hardest industries in America to insure well. Crews change size with the season, a good portion of the workforce is 1099, and the physical risk is real — which means a plan that looks fine on paper can fall apart the first time a framer falls off a ladder.
We build benefit packages around how construction companies actually operate: variable headcount, project-based schedules, mixed W-2 and subcontractor labor, and owners who need to keep bid costs competitive while still holding on to their best people.
Who works in construction?
Most construction companies run a mix of people: a core of year-round W-2 foremen, estimators and office staff, a larger group of field workers whose hours rise and fall with the season, and subcontractors paid on a 1099. Crews tend to skew toward physical, hands-on work, and many workers have families depending on a single paycheck. That mix shapes everything about the right benefits package.
Which plans usually fit, and why?
- A fully insured or level-funded group plan usually anchors the package for the year-round core. Level-funded can make sense for crews that stay fairly healthy, because unused claim money may come back at year-end.
- An ICHRA can work well when your crew is spread across counties or states, since each worker picks an individual plan with a network near home and you control the budget.
- Accident and short-term disability coverage matters more here than in most industries, because it pays cash for injuries that happen off the job, where workers compensation does not apply.
What compliance rule should you know?
If you bid on federal or federally funded projects, the Davis-Bacon Act requires prevailing wages plus fringe benefits. Employer contributions to a bona fide health plan can count toward that fringe obligation, so a well-documented plan can help you meet prevailing-wage rules instead of paying the full fringe amount in cash. Classifying workers correctly as W-2 or 1099 also matters, because it decides who counts toward ACA employer rules.
Bidding a big job or heading into busy season? Let's build a package that helps you keep your best crew.
Get a Free QuoteWe understand your challenges
- Higher premiums due to perceived risk
- Seasonal workforce fluctuations
- Crews split between W-2 employees and 1099 subcontractors
- Losing skilled workers to larger firms that offer benefits
- Meeting project and prevailing-wage health requirements
How we help
- Competitive rates from carriers who actually write construction
- Accident, injury, and disability coverage options
- Flexible enrollment for seasonal and project-based workers
- Portable individual plans for subcontractors
- One advisor handling enrollment, claims questions, and renewals
What we put in place
Group medical sized for a crew
Multi-carrier group plans that start at two W-2 employees, with contribution levels you set — so benefits fit your bid, not the other way around.
Accident & disability layers
Income protection and accident coverage that pays cash when a worker is hurt off the clock, filling the gap workers comp does not cover.
Seasonal enrollment design
Measurement periods and eligibility rules built for crews that expand in spring and contract in winter, so nobody churns off coverage unnecessarily.
Portable coverage for 1099 subs
Individual and marketplace plans for subs and owner-operators, structured to capture premium tax credits and self-employed deductions.
Who we help in construction
- General contractors and builders
- Framing, roofing, concrete, and excavation crews
- HVAC, drywall, and finish subcontractors
- Owner-operators and self-employed tradesmen
- Specialty trade shops growing past their first hires
The coverage starts with you, but it stays with them.
Employees can keep their benefits for as long as they want — even if they move to a new job.
Frequently asked questions
Will my rates be higher because of our industry?+
Not necessarily. Group medical rating is driven mostly by age, location, and plan design — not job class. We work with carriers experienced in construction who quote competitively instead of penalizing the trade.
Can subcontractors be covered?+
Not on your group plan, since group eligibility requires W-2 employees. But we can set your subs up with individual coverage — often with premium tax credits — so your whole job site is protected.
What happens to coverage during a slow winter?+
We use stability and measurement periods so a slow stretch does not automatically drop someone off the plan, and we can bridge gaps with short-term or individual coverage when needed.
Do benefits actually help me keep workers?+
It is the single most common reason crews leave for a bigger contractor. Even a modest employer contribution or a QSEHRA allowance changes the math for a worker with a family.
How is this different from workers comp?+
Workers comp only covers on-the-job injuries. Health insurance, accident plans, and disability cover everything else — which is where most of a crew's medical costs actually land.
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