Group Health Insurance — Texas & Oklahoma

We moved a small Oklahoma group from BCBS to UHC. They saved $21,000 and got better coverage.

Most Texas and Oklahoma employers are overpaying for group health — and renewing the same underperforming plan every year because nobody showed them an alternative. We do things differently.

Get a Free Benefits Audit See how we work ↓
Real Client Result — Oklahoma Small Group Employer
$21,000

Annual premium savings after transitioning from Blue Cross Blue Shield of Oklahoma to UnitedHealthcare — with more robust coverage and lower deductibles for every employee.

Step 1
Full benefits audit — current plan, costs, utilization
Step 2
Carrier market analysis across multiple networks
Step 3
Presented UHC alternative — better benefits, lower cost
Result
✓ $58,000 → $37,000 annual premium. Better plan.
💡
When did you last have a broker run a full market analysis on your group plan? Most renewals are rubber-stamped. This is one of the first things we do on every account we review.
$21K
Saved for one Oklahoma employer
50–500
Employee groups we serve
TX & OK
Licensed in both states
Veteran-owned
Independent & carrier-agnostic
Funding structures

Not every employer needs the same plan. We find yours.

The right funding model depends on your headcount, cash flow, risk tolerance, and workforce stability. Here are the three structures we advise on — and when each one makes sense.

01
Fully Insured Plans

Fixed monthly premiums, claim risk transferred to the carrier. Predictable budgeting and simplified administration. Best for employers who want stability over flexibility.

Predictable cost
02
Level-Funded Plans

Predictable monthly contributions with transparent claims visibility. Potential refunds when claims run favorably. The sweet spot for stable groups of 25–200 employees.

Best of both worlds
03
Self-Funded Plans

Maximum flexibility and long-term cost efficiency for larger, sophisticated employers. Requires stop-loss protection and disciplined risk management — we structure both.

Maximum control
Our approach

A benefits audit, not a renewal rubber stamp

Most brokers present you with one carrier's renewal and call it a day. We run a full market analysis before we make any recommendation. Here's what that looks like.

  • Current plan cost & utilization review
    We look at what you're actually paying versus what your employees are actually using — most employers have never seen this analysis.
  • Multi-carrier market analysis
    We're carrier-agnostic. We shop your group across the full market — not just the carrier your current broker has a preferred relationship with.
  • Funding structure evaluation
    Fully insured, level-funded, or self-funded — we run the numbers on all three and recommend the structure that actually fits your group.
  • ACA compliance review for 50+ employers
    The Employer Mandate is not optional. We verify your plan meets ACA affordability and minimum value standards to protect you from IRS penalties.
  • ERISA & welfare plan bonding check
    If your plan involves employee payroll deductions or level-funding, ERISA Section 412 likely requires a fidelity bond. Most employers don't know this — we make sure you're covered.
  • Cross-state compliance for TX & OK employers
    Regulatory requirements differ between Texas and Oklahoma. What's compliant in one state may not be in the other — we navigate both.

Schedule a 15-minute benefits audit

Bring your current renewal or declaration page. We'll tell you whether you're overpaying and what your alternatives are — no obligation, no pressure.

Book Your Benefits Audit →
$21,000
Saved for a 50-person Oklahoma group after switching carriers — with better coverage
$5,000+
Per-employee IRS penalty for ALEs who fail to offer ACA-compliant coverage
80%
Of level-funded groups receive a claims refund in favorable years — most employers on fully insured plans never see that money
Who we work with

Built for employers who take benefits seriously

Group health is a workforce strategy decision, not just an HR checkbox. We work with organizations where the quality and cost of benefits directly affects recruitment, retention, and the bottom line.

50–200 Employee Groups

ACA Applicable Large Employer status means the mandate applies. We structure compliant, competitive plans and run the full market every renewal.

Multi-Location Employers

Managing benefits across locations in Texas and Oklahoma requires coordination across state lines. We handle both regulatory environments.

Municipalities & Public Entities

Public sector benefit programs carry unique compliance obligations and workforce expectations. We design programs that meet both.

Professional Services Firms

Attracting top talent in competitive markets means your benefits package has to compete. We build plans that recruit and retain.

Nonprofits & Mission-Driven Orgs

Budget constraints are real. We find cost-efficient structures that let mission-driven organizations offer competitive benefits without breaking the budget.

200–500 Employee Groups

At this size, self-funded and alternative funding strategies often unlock significant long-term savings. We evaluate feasibility and structure the transition.

Common questions

What Texas & Oklahoma employers ask us most

Straight answers — no jargon, no runaround.

Yes. Under the ACA Employer Mandate, businesses with 50 or more full-time equivalent employees are Applicable Large Employers (ALEs) and must offer affordable, minimum value coverage to full-time employees or face IRS penalties of $5,000+ per employee. We verify ACA compliance on every group we work with.
Yes — and most employers don't realize how many options they have. We recently moved a small Oklahoma group from BCBS to UHC, cut their annual premium from $58,000 to $37,000, and improved their coverage at the same time. The key is running a full market analysis instead of accepting the renewal quote. Most brokers don't do this.
With a fully insured plan, you pay a fixed premium and the carrier keeps any unused funds. With a level-funded plan, you make predictable monthly contributions but retain visibility into claims — and if your group has a good claims year, you may receive a refund. Level-funded plans are often a strong fit for stable groups of 25 to 200 employees looking for more cost control.
ERISA Section 412 requires fiduciaries who handle plan assets to be covered by a fidelity bond. If your group health plan involves employee payroll deductions or a level-funded structure, it likely qualifies as a welfare benefit plan subject to this requirement. Most employers are unaware of this obligation — we check it on every engagement and can arrange the required bonding.
It can. State-level insurance regulations, network adequacy requirements, and certain benefit mandates differ between Texas and Oklahoma. We're licensed in both states and design programs that satisfy requirements in both jurisdictions — which matters especially for workers' compensation and certain group health mandates.
For most groups, a carrier transition takes 60 to 90 days from the decision point to the new effective date. We manage the entire process — carrier applications, employee communications, and enrollment — so the transition is transparent to your workforce. The audit and analysis phase typically takes two to three weeks.

Find out what your group health plan is actually costing you.

A 15-minute call with Deon is all it takes. Bring your current renewal or declaration page and we'll tell you exactly where your opportunities are.

Schedule Your Benefits Audit →

No obligation. No sales pitch. Veteran-owned and carrier-independent.

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