For your small business employer clients, making health care available to employees can be a daunting prospect. Procuring employee benefits can be costly and confusing to a non-expert in the field. However, it is essential to help them separate fact from fiction when they're considering providing small business employees with the valuable gift of health care. Please see below four debunked commonly believed myths about health care for small businesses: 

My employees have medical issues; I probably can't even afford to offer health insurance.

For small group health plans, prices vary based on employee age, location, and carrier. The health of employees is not a determining factor. Small business fully insured plans are “guaranteed issue,” which means that qualified employees, regardless of health status, can get coverage. 

While employee benefits can be pricey, employers do not have to subsidize the entire amount. Depending on the budget, the business owner can determine how much they are willing to contribute. However, most employers contribute anywhere from 50 percent to 100 percent of the employee only cost. Additionally, there is a wealth of health plan options available for a wide range of budgets. 

Employee benefits are too hard to understand.

A study recently found that 4 percent of Americans c ouldn't correctly define the four key health insurance terms necessary for a basic knowledge of health care (deductible, copay, coinsurance, out-of-pocket-maximum). Even if your client has  never offered employee benefits before, unfamiliarity with health care related language shouldn't stand in the way of making sure the company is covered. Resources, including your knowledge, are available to help demystify insurance for small business owners There is also a multitude of explanatory collateral easily accessible online for free breaking down health insurance terminology and preparing small business owners to purchase health insurance plans for their employees. 

I can't get insurance. I missed the open enrollment period.

Small business owners can make employee benefits available to their employees all year round. For the majority of states, the open enrollment period for 2019 was from November 1st, 2018 to December 15th, 2018, with some states (like the District of Columbia or New York) extending their deadlines to the end of January. However, the open enrollment periods only apply to individual plans and Medicare, meaning that it is always a good time to offer health insurance to employees. Most insurance companies offer effective dates on the first or the fifteenth of every month of the year for new benefits. 

I shouldn't have to provide insurance to my employees if it isn't legally required.

Under the Affordable Care Act (ACA), employers who have less than 50 employees are not legally required to offer health insurance. Employees with 50 or more full-time employees may face a penalty for not providing coverage. However, even if your small business client isn't bound by law to offer employee health insurance, doing so benefits employees, their families, as well as the business as a whole. Employees are far more likely to choose and stay with a company if they are satisfied with the health benefits. In a recent AHIP study, 56 percent of American adults whose employers sponsored their health benefits reported that whether or not they liked their job's health coverage was a key factor in deciding to stay at their current position, while 46 percent said health insurance was either the deciding factor or a positive influence in choosing their current position. Furthermore, employees who are insured are consequently more productive while at work. 

No small business is too small to offer benefits. Under federal law, a small business must have at least one full-time equivalent employee other than the owner, spouse, or family member to qualify as a small business and obtain health insurance. As long as your client's company qualifies as a small business under the ACA, it can provide employees with health care.