Worth the Price Tag - Benefits of Health Insurance for Small Businesses

Owning a small business can be a wondrous and rewarding experience. But it does not come without its challenges. Many of them come down to budgets and finances. One way small companies tend to cut back on finances is by skipping out on providing their employees with health insurance options. This can be a critical mistake, however, as health insurance is a major motivating factor for talent at all experience levels today. And in today's competitive job market, attracting and retaining top talent is already challenging enough. Offering health insurance to your employees, even if it does come with a significant price tag, is a key strategy in ensuring that you stand out amongst the many employers your talent may be courting. But providing health insurance has numerous advantages for your small business beyond simply standing out. Let’s explore them below.

Improved Employee Morale and Productivity

When employees have access to healthcare, they are more likely to be physically and mentally healthy. This translates to reduced absenteeism, increased productivity, and a healthier and more positive work environment.

Legal Compliance

While small businesses are generally not required to offer health insurance, the rules and regulations regarding healthcare benefits can be complex. By providing health insurance, you can ensure your business is compliant with applicable laws and avoid potential legal issues down the road.

Tax Benefits

Small businesses may be eligible for tax benefits when offering health insurance to employees. Depending on your location and the size of your business, you may qualify for tax credits that can offset the cost of providing healthcare benefits. Check out this resource to find out if your business can qualify for the associated tax benefits.

Enhanced Employee Loyalty

Offering health benefits can foster a sense of loyalty among your employees. When workers feel that their employer cares about their well-being, they are more likely to remain loyal to the company and contribute to its success in the long run. And keep in mind, the cost of regularly losing employees (due to them seeking health insurance elsewhere, let’s say) is certainly more expensive than providing health insurance options from the start. Additionally, providing health insurance is a tangible way to demonstrate your appreciation for your employees, showing them that they are valued members of the team.

Competitive Advantage

Not only do you gain competitive advantage in the recruiting process, but offering health insurance can also give small businesses a competitive edge when bidding for contracts or partnerships. Some clients or collaborators may prefer to work with businesses that provide healthcare benefits to their employees, viewing it as a mark of stability and reliability.

In conclusion, providing health benefits to employees is not just a kind gesture; it's a strategic move that benefits both your small business and your workforce. It helps attract and retain top talent, enhances employee morale and productivity by creating a healthier workforce, ensures legal compliance, offers tax benefits, fosters loyalty and appreciation, and gives you a competitive advantage. While it entails costs, the long-term benefits far outweigh the initial investment. So, if you want your small business to thrive in today's competitive landscape, consider offering health benefits to your employees – it's a decision that pays off in more ways than one.

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Talent Tap Trends & Insights | Lancaster, PA

The Future of Work

By Bernadette Hill • January 16, 2026

The Future of Work is Owned – Literally. The way people think about work is changing fast. Today’s workforce—especially Gen Z—want more than a paycheck. They’re looking for purpose, stability, and a real stake in what they help build. That shift is pushing more small and midsize businesses (SMBs) to rethink how ownership works. Employee ownership is emerging as a practical way to improve retention, engagement, and long-term performance—without adding unnecessary complexity. Tim Garbinsky , Communications Director at the National Center for Employee Ownership, has seen how powerful this can be. When employees understand how their work directly impacts the value of the business, ownership stops being a “culture initiative” and becomes part of everyday decision-making. So, what does employee ownership look like for SMBs? Employee Stock Ownership Plans (ESOPs) offer tax advantages and are often used by owners planning an eventual exit. Employee Ownership Trusts (EOTs) provide long-term stability with simpler administration. Direct employee ownership is flexible, cost-effective, and easier to roll out than many owners expect. Worker cooperatives emphasize shared ownership and democratic governance. Profit-sharing and equity compensation align incentives without shifting control. Tandem Business Center for Shared Success helps companies explore direct ownership models. According to Executive Director Drew Mousetis , about 40% of the businesses Tandem initially meet with, ultimately move forward—often starting with gradual employee education around stock ownership, financials, and valuation. Employee ownership tends to work best for businesses that are thinking about succession, want to compete for talent without raising payroll, and care deeply about culture and continuity. As Garbinsky notes, employees value transparency and stability far more than many leaders realize—especially during uncertain times. The takeaway: Employee ownership is not just a perk. It’s a strategic way to strengthen your business, reward your people, and plan for the future.

Grow Faster. Hire Better. Stress Less.

By Bernadette Hill • May 29, 2025

Let’s face it—hiring top talent these days is like finding a parking spot at a concert. It’s stressful, time-consuming, and just when you think you’ve found "The One", someone else swoops in and takes them. That’s why more companies—scrappy startups to corporate giants—are handing off recruiting to the pros. Here's why outsourcing your recruiting might be your next power move: 1. They Know What They’re Doing (Like, Really Know) Recruiters are the matchmakers of the working world. They eat, sleep, and breathe screening calls, resume red flags, and the fine art of the follow-up. So let them do what they do best, while you focus on growing your business. 2. Save Time. Save Money. Save Your Sanity. Between chasing references and ghosted interviews, hiring feels like a second full-time job. Outsourcing clears your plate—speeding up time-to-hire, slashing hiring costs, and preserving your team’s focus (and patience). 3. Flex Like a Hiring Ninja Need to fill one role this week and 20 next month? No problem. Outsourcing lets you scale your recruiting efforts up or down faster than you can say “urgent headcount request.” 4. Access to a Bigger (and Better) Candidate Pool Recruitment agencies have a secret weapon: massive networks. They know people. Good people. People who aren’t even looking... until the right opportunity comes along. You probably won’t find those folks by just tossing a job on LinkedIn and hoping for the best. 5. A+ Candidate Experience First impressions matter. A great recruiter knows how to keep candidates informed, engaged, and not completely ghosted halfway through the process. Even if someone doesn’t land the role, they’ll walk away thinking your company is classy—and that goodwill can go a long way. Final Thoughts: Outsourcing your recruiting isn’t admitting defeat—it’s playing smart. It's about hiring better, faster, and with fewer headaches. In today’s ever-changing job market, that kind of edge can be a game-changer. Plus, it means fewer awkward interviews with people who still list “Microsoft Word” under special skills.