Individual Medicare
Turning 65? Retiring soon? Wondering if your current plan still fits?
We help individuals and families understand Medicare options, avoid common mistakes, and choose coverage that fits their long-term needs.
Employee Benefits Solutions
Rising costs. Limited choices.
Frustrating renewals.
We help employers explore modern benefits approaches that may offer more predictability for the business and more choice for employees.
Age-65 Transition Planning
Compliance, benefits overlaps, payer order, enrollment timing, and more.
We help HR teams design clear processes for the full employee lifecycle, focusing on employees nearing Medicare eligibility, or retiring past age 65.
Employers & HR Teams
When employee benefits stop feeling like a benefit
Premiums keep rising. Renewal conversations feel discouraging. Employees may still feel like their choices are limited, confusing, or too expensive. Employers are spending more, but the benefit does not always feel more appreciated.
This can mean it’s time to take a step back and rethink the strategy behind the benefits program.
Health benefits should not be one of the hardest parts of running your business.
Premiums keep rising. Renewal conversations feel discouraging. Employees may still feel like their choices are limited, confusing, or too expensive. Employers are spending more, but the benefit does not always feel more appreciated.
Integrity Insurance NW helps employers step back and rethink the strategy behind their benefits program.
SOLUTIONS
Instead of simply renewing the same type of plan year after year, we help you evaluate options that may offer more cost predictability, more employee choice, and a benefits experience that feels better for both the business and the people you employ.
ALTERNATIVES
There are many ways to blend traditional health plans with HSAs, ancillary benefits, and voluntary benefits – or even switch to a health reimbursement model – to help bridge employer and employee needs.
For instance, businesses are increasingly turning to Individual Coverage HRAs (ICHRAs) – with over 34% year-over-year increases in adoption since 2021.
OPTIONS
That may include traditional group coverage, employee-choice models, defined contribution strategies, voluntary benefits, and other targeted product combinations designed around your workforce, budget, and goals.
What’s an ichra?
ICHRAs have surged in popularity with businesses of all sizes. ICHRAs offer employers cost control, simpler administration, and flexibility.
ICHRAs allow employees to pick a plan that matches their needs, covers their doctors, and offers benefits portability.
But ICHRA is not a plug-and-play strategy.
This is where specialized guidance matters.
Integrity Insurance NW helps employers evaluate whether newer or restructured benefits models fit their workforce, understand the trade-offs, and design a benefits strategy that better fits the business, the budget, and the people it supports.
A better age-65 benefits process
Nearly one in five Americans over the age of 65 is currently employed
More employees are working longer before retiring, but many small & mid-sized employers don’t yet have a clear, documented process for what happens when employees become Medicare-eligible.
Compliance Considerations
Working without a documented policy can create more than employee confusion.
Medicare coordination rules can affect who pays first, whether an employee can safely delay Part B, how HSA contributions should be handled, what HR can say, and whether the employer’s group health plan is being administered correctly.
With careful, compliance-oriented planning, age-65 benefits transition strategies can support stronger financial outcomes for both the employer and the employee.
Build an Age-65 Transition Strategy
Questions employers need to plan for
- Should an employee stay on the group plan, or enroll in Medicare?
- Do they qualify to delay Part B?
- When should they stop HSA contributions?
- What if a spouse or dependent is still covered?
- What can HR say, what should HR avoid saying, and when should an outside Medicare resource be brought in?
The goal is not to push employees in one direction, but to provide neutral education, document the process, and support informed, confident decisions.
Key Trends
Report that they connect their overall job satisfaction to their benefits. (1)
Number of older workers who say increasing costs and inflation are reshaping how long they’ll work. (4)
Report having taken/applied for a job with equal or lesser pay but a more attractive benefits package. (2)
References
- American Society of Employers, www.aseonline.org, 08-27-2024 Survey of Employees. [Link]
- The Economist Group, www.economistgroup.com, 2026 Benefits 2.0 Report [Link]
- Aon’s 2025 Global Benefits Trends Study, www.aon.com, 2025 [Link]
- Investment News, Nine in ten older US Workers…, www.investmentnews.com, 04-13-2026 [Link]
A benefits advisor
who understands the full employee lifecycle
Integrity Insurance NW
Most benefits conversations, whether for Individual Medicare or Employee Benefits, focus on the next renewal. We look at the bigger picture: how your benefits strategy affects cost predictability, choice, Medicare-eligibility, HR communication, and the long-term experience of everyone involved.
That broader view helps everyone make better, more aligned decisions.
Ready for a more strategic benefits conversation?
Founder | Principal Broker
Medicare Guidance · Employee Benefits · Age-65 Transition Planning
As the founder and principal advisor of Integrity Insurance NW, she leads our work with individuals, families, employers, and HR professionals who want a clearer path for health coverage decisions.
Message us to book a meeting