Texas Group Health Insurance Plans

Blue Cross Blue Shield of Texas

Largest network in Texas. Blue Advantage HMO, Blue Choice PPO, Blue Value HMO, and Blue Balance Funded level funded.

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Cigna Healthcare

Strong national PPO network with robust telehealth, behavioral health, and chronic-condition management programs.

Aetna

Open Access plans, signature wellness incentives, and one of the most flexible self-funded administrators in Texas.

UnitedHealthcare

Largest national network, deep Texas footprint, and All Savers level funded for groups looking to bend the cost curve.

Sana Benefits

Modern level-funded carrier built for small businesses — transparent pricing, included telehealth, and zero-deductible primary care.

Arlo Health

Level-funded plans with reference-based pricing options. Built for groups that want underwriting credit for healthier populations.

Trustmark

Self-funded specialist for 25–500 lives. Aggregate stop-loss, multi-network options, and strong claims surplus return.

Surest (UnitedHealthcare)

Copay-only plan design — no deductibles, no coinsurance. Employees see the price before booking. Available for 51+ groups.

Allied National

Small-group level-funded specialist (2–100 lives). Surplus refund eligibility, individual stop-loss, and rapid-quote turnaround.

Angle Health

Tech-forward small group carrier. Built-in $0 virtual primary care, modern member app, and competitive Aetna network access.

What is the difference between fully insured and level funded?

A fully insured plan (BCBSTX, Cigna, Aetna, UHC, Angle) charges a fixed premium — the carrier takes the risk. A level funded plan (Sana, Arlo, Trustmark, Allied National, Surest) splits your monthly cost into claims fund + stop-loss + admin; if claims come in low, you get a year-end surplus refund. Healthier groups typically save 10–25% with level funded.

How small can my group be to qualify?

Most Texas group plans require 2 enrolled employees. BCBSTX, Cigna, Aetna, UHC, and Angle Health quote at 2 lives. Level-funded carriers (Sana, Arlo, Allied National) typically need 5–10 enrolled to underwrite. Trustmark and Surest start at 25–51.

Do I have to offer the plan to all employees?

You must offer it to all eligible full-time employees (30+ hours/week per the ACA). You can choose to extend it to part-timers and dependents at your discretion. Most carriers require 70–75% of eligible employees to enroll for the group to be underwritten.

How much do employers typically contribute?

Most Texas employers contribute 50–75% of the employee-only premium. Carriers usually require a minimum 50% employer contribution toward employee-only coverage. Dependent coverage is often offered as a voluntary add-on at the employee’s expense.

What about ICHRA and QSEHRA?

If a traditional group plan isn’t the right fit, we also set up Individual Coverage HRAs (ICHRA) and Qualified Small Employer HRAs (QSEHRA) where you reimburse employees tax-free for individual marketplace plans. Ask us about both options when we quote.

Are there tax advantages to offering group health?

Yes. Employer contributions are tax-deductible as a business expense. Employee contributions can be made pre-tax via a Section 125 plan, lowering both employee income tax and employer payroll taxes. Groups under 25 FTEs may qualify for the Small Business Health Care Tax Credit through SHOP.

Are group bronze plans HSA compatible?

Not automatically. “Bronze” only describes actuarial value – roughly 60% of covered costs paid by the plan on average. It says nothing about HSA eligibility. Only a plan the carrier specifically labels HSA-qualified (a high deductible health plan, or HDHP) can be paired with a Health Savings Account.

For the 2026 plan year, the IRS requires a qualifying HDHP to have a deductible of at least $1,700 self-only or $3,400 family, out-of-pocket maximums no higher than $8,500 self-only or $17,000 family, and no benefits paid before the deductible other than preventive care.

That last rule is where most bronze plans fail. Plenty of Texas small group bronze plans clear the deductible minimum easily but include copays for office visits, urgent care, or generic drugs that apply before the deductible. Those are still perfectly good bronze plans – they just cannot be paired with an HSA.

One trap on family coverage: if a bronze HDHP uses an embedded individual deductible, that embedded amount must be at least $3,400 in 2026. If it is lower, no one on the plan can contribute to an HSA.

How to check: look for “HSA” or “HDHP” in the plan name on the carrier rate sheet, or open the Summary of Benefits and Coverage – qualified plans state it directly. 2026 HSA contribution limits are $4,400 self-only and $8,750 family, plus a $1,000 catch-up at age 55 and older. Want us to flag which bronze options on your renewal are HSA compatible? Call (972) 666-0578.