Control benefit costs.
Keep your people
covered and cared for.
Healthcare inflation is running north of 10%. We build employee benefits programs that hold the line on spend — self-funded and level-funded plans, HSAs and HRAs, compliance done right — without cutting what your team actually values.
One team for benefits, compliance, and everything in between.
Most employers juggle a broker, a compliance vendor, and an HR platform that don't talk to each other. We handle all three — so strategy, paperwork, and administration stay in sync.
Health Insurance & Employee Benefits
Plan design and funding strategy built around your actual claims, census, and budget — not a template.
- Self Insured / Self Funded
- HRAs, HSAs, and FSAs
- Benefits & HR Administration Platforms
- Absence Management & State Leave Exemption
- International Medical Coverage
- State & Federal SHOP Small Business Market
- Medicare and Retiree Plans
- Dental & Vision · Disability Income · Wellness · Commuter
Compliance & HR
The filings, notices, and documents that quietly create liability — tracked, prepared, and filed on schedule.
- ACA Information Reporting: IRC §6055 & §6056
- Employer Shared Responsibility: IRC §4980H
- ERISA Plan Documents
- Section 125 Plans
- COBRA Administration
- FMLA and Absence Management
- HR Information Systems & cloud dashboard
- Payroll integration
Non-group & Voluntary Coverage
For owners, retirees, contractors, and employees who need coverage outside the group plan.
- Individual and Family Health Insurance
- Life Insurance
- Medicare Supplement, Advantage & Part D
- Disability Income
- Self Employed Health Insurance
- Global & Travel Medical
- Dental · Accident · Critical Illness
Proactive, not once a year.
A renewal letter should never be the first conversation you have about your benefits. We work the plan year-round — reviewing claims, testing funding alternatives, and getting ahead of the compliance calendar before deadlines turn into penalties.
Understand the actual spend
We start with your census, claims experience, contribution strategy, and current carrier position — the real numbers, not a brochure comparison. That's what tells us where the leverage is.
Model the alternatives side by side
Fully insured, level-funded, or self-funded. HSA or HRA pairing. Narrow network options. Private exchange. You see the cost, risk, and employee impact of each before you decide anything.
Implement without disruption
Enrollment, carrier onboarding, HRIS and payroll integration, employee communication. Your team shouldn't feel a change in funding structure — that's the point.
Stay ahead of compliance and cost
ERISA documents, §125, ACA reporting, COBRA, state leave exemptions, and absence management — tracked on a calendar we own. Plus quarterly check-ins so next year's renewal isn't a surprise.
What a specialist broker does differently.
Most agencies quote your renewal and disappear until next fall. Here's where that model breaks down — and what we do instead.
Waugh Agency, LLC delivers customizable benefits that drive higher employee loyalty, and provide genuine, data-driven attention for long-term resilience.
Run the numbers yourself.
No form, no email required. Two calculators we built because clients kept asking the same questions.
What's changing this month.
Regulatory shifts, carrier moves, and cost drivers — explained for the people who have to act on them.
July 2026 Healthcare Bills: Small Group Plan Impact
On July 22, 2026, the U.S. Senate HELP Committee advanced legislation with direct consequences for small group plans. Here's what employers should be watching.
NYC Commuter Benefits Law: 2026 Employer Guide
If you employ people in New York City, there's a good chance you're already covered by a mandate you haven't reviewed.
Let's customize your 2026 benefits strategy.
Tell us a little about your group and we'll come back with a real read on where your costs are going — and what you can do about it.