Benefits for roofing companies whose crews follow the jobs and the weather

Ares Benefit Group works with roofing companies of about 2 to 50 employees. We compare group coverage, an ICHRA, and a QSEHRA for the people who are actually on your payroll — foremen, roofers, helpers, and the office — not for every person who has ever been on a roof you sold.

How roofing companies actually staff

• Project crews and weather delays. Eligibility and participation rules that assume a perfectly stable census will not match a roofing calendar. If a group plan's participation rule is a stretch, an ICHRA is often the structure we put next to it.
• Storm periods and temporary help. After a hail or hurricane event, firms often add hands quickly. A waiting period, a seasonal class, and a clear statement of who is an employee all matter more in those weeks, not less. Hours in those weeks also feed full-time-equivalent counts.
• W-2 roofers and contract labor. Many jobs include other trades or independent crews. IRS classification rules decide who is your employee. Benefits are designed for employees. See contractors and construction.
• Multi-site and sometimes multi-state work. A Tampa roofer may work throughout the bay area, elsewhere in Florida, or across a state line after a storm. Bring the states. See multi-state teams.

Structures we compare for a team this size

For roofing firms in this size range, we usually compare a group plan with an ICHRA first, and we look at a QSEHRA when you want a defined contribution and you will not also sponsor a group plan.

• SHOP and other group coverage, when you want one employer-sponsored medical plan and you can meet eligibility and participation rules.
• A level-funded arrangement, when a carrier offers one for your census. We compare it with fully insured group coverage. We do not treat either as automatically better.
• An ICHRA, when you want a set contribution and employees choose individual coverage. Classes can be used, within federal rules, for full-time and part-time staff, hourly and salaried people, work locations, or a waiting period. It is for employees, not for a self-employed owner.
• A QSEHRA, when you are not an applicable large employer and you are not offering a group health plan. Annual contribution caps are set by the IRS. See ICHRA vs QSEHRA if both appear to be on the table.
• Section 125 for pre-tax employee premium contributions on a group plan. A QSEHRA cannot be funded by salary reduction.
• Group life and disability and voluntary benefits, designed alongside medical coverage rather than as an afterthought.

There is no federal requirement that a company under 50 full-time employees, including full-time equivalents, offer health coverage. If you have fewer than 25 full-time equivalents and you meet the wage, contribution, and SHOP rules, you may also want to look at the Small Business Health Care Tax Credit.

Recruiting and keeping roofers

A specific offer helps you hire when every contractor in town is hiring at the same time. Say what you contribute, who qualifies after a waiting period, and what happens when a job ends. We will not invent injury or turnover statistics for this page.

What to send us

A roster, hours, the states you work in, and a note on who is W-2 versus who you treat as contract labor. If storm work is a regular part of the year, say so.

Tell us about your roofing team

Our agents are licensed in all 50 states.