Managed Benefits · Insurance Agencies
Insurance agencies employ the most benefits-literate workforce in any industry, which means every administrative error gets noticed by a professional. BEG Managed Benefits, powered by isolved, runs your agency's own enrollment, eligibility, and ACA filings to the standard your staff sell every day, nationwide. You keep your broker; we do the administration.
Your monthly estimate on screen - no call required
The Insurance Agency Benefits Problem
Source: IRS, ACA information reporting by applicable large employers.
What Gets Handled
Class-based plans for producers, CSRs, and admin staff are configured once, employees enroll and compare plans online, and deductions sync to payroll across salary and commission pay. Eligibility, elections, and carrier data live in one place, which is exactly what your agency tells its own clients to do.
Eligibility is tracked across the agency, offers of coverage are documented, and Forms 1094-C and 1095-C are produced on schedule with the underlying data reconciled. For commission-heavy producer pay, affordability tracking is applied consistently rather than recalculated differently each year by whoever inherited the spreadsheet.
A dedicated Managed Benefits Specialist runs open enrollment, changes, and carrier updates, and a Benefits Auditing Analyst checks the data for exactly the errors your staff would catch anyway: deduction mismatches, stale carrier records, missed dependents. Your agency's benefits stop being the example a competitor would love to quote.
How You Buy It
Benefits Admin Software is self-service enrollment in one system. Software + ACA Compliance adds eligibility tracking and Forms 1094-C and 1095-C. Fully Managed adds a dedicated specialist and auditing analyst who run it all. Full detail on the managed benefits overview.
Your monthly estimate on screen - no call required
Commission payroll the bigger grind? BEG's core service is managed payroll for insurance agencies, and licensing and people policies live in insurance agency HR outsourcing.
Where Agencies Get Caught
| Role | Common pay structure | Where affordability math gets missed |
|---|---|---|
| Producers | Commission-heavy, variable monthly pay | Affordability safe harbor calculated once, never re-checked as commission swings |
| CSRs / account staff | Salaried, standard hours | Correct by default, but waiting periods drift when class rules live in someone’s memory |
| Part-time admin | Hourly, variable schedule | Full-time-equivalent hours undercounted toward the 50-FTE line |
| New producers, first 90 days | Draw against future commission | Treated as a probationary non-issue instead of tracked against the offer deadline |
Questions
Plan setup, open enrollment, life-event changes, carrier updates, eligibility tracking across producers and staff, deduction sync with payroll, and ACA reporting, all maintained in one system of record.
No. BEG does not sell insurance or place coverage. We administer the plans behind the scenes, the same broker-ally model we run for every client: you keep your broker, even when that broker is you.
Yes. Class-based eligibility handles different contributions or waiting periods for producers, CSRs, and admin staff, applied by the system instead of remembered by whoever ran enrollment last year.
Yes. Eligibility is tracked across the agency, and Forms 1094-C and 1095-C are produced on schedule. IRS information-return penalties apply per form and can stack for filing and furnishing failures, so accuracy matters twice.
Because selling coverage and administering your own are different jobs. Producers bill hours to revenue; enrollment data entry, carrier updates, and filings are operational work an agency principal should not staff internally.
No. There is no co-employment and no master plan takeover. BEG Managed Benefits, powered by isolved, administers the plans your agency already chose. You stay the employer.
A monthly per-employee cost far below adding an internal benefits administrator, which typically runs $60K-$100K a year in salary and overhead on top of the E&O exposure of that person learning on the job. Answer five questions in the estimate form and your monthly range appears on screen; exact pricing is confirmed on your discovery call.
The legal standard under ERISA and DOL rules is the same for every plan sponsor regardless of industry, but the practical scrutiny is not. An agency principal who advises clients on fiduciary duties and plan documentation invites obvious follow-up questions if the agency’s own plan administration, summary plan descriptions, or Form 5500 filings are behind. Clean administration removes that specific vulnerability before a client, a carrier, or an employee ever raises it.
The same as any single-employee termination: the qualifying event starts the clock regardless of the reason for departure, and election notices and premium windows run on federal deadlines. COBRA premiums run up to 102% of plan cost, commonly landing near $110/day of exposure if a single termination notice slips through because it was not part of a larger, more visible event like a layoff.
Ready?
Answer a few questions, get your exact number in about 90 seconds. No call required, no commitment.
Your monthly estimate on screen - no call required
