Remote Benefits:
United States
Remote builds belonging for your global team with comprehensive local plans at competitive rates.
Effective March 1, 2024, Remote will be providing a wider range of new benefit offerings to our customers and employees in the United States - focusing on a more effective and cost-efficient approach to providing healthcare coverage.
2024 Benefit Plan - Key Highlights
Percentage-Based Contribution Model
We've adopted a percentage-based contribution model, which is a strategic shift to offer you a more precise control over benefit costs. This model allows for extending coverage to your employees and their families more effectively while keeping costs manageable.
Additional Plan Options & Increased Flexibility
Some of our medical plans now include fertility treatments, mental health resources, and more, along with existing ancillary benefits like dental, vision, and supplemental coverages, ensuring a comprehensive health and wellness package for employees.
Benefit Structure (Effective March 1, 2024)
As our customer, you have the flexibility to choose from one of the seven benefit tiers offered in the United States. To stay compliant, we must offer insurance and retirement benefits as part of the compensation package for all employees in the US.
Selecting a Benefit Tier
The benefit tier you choose for your employees determines the percentage of healthcare premiums you'll cover for both your employees and their dependents. For instance, if you select a tier where you contribute 60% towards employee premiums and 40% towards employee + dependents' premiums, you are responsible for paying these specific percentages of the total premium costs for each employee and their enrolled dependents.
Base Plan
Each tier includes a base plan. Your percentage contribution is calculated on the base plan's monthly premium. This plan sets the benchmark for both you and your employee contributions. If the employee chooses a plan lower than the base plan, you may pay less for it.
Employee Contributions
Employees are responsible for paying the remainder of the premium after you contribute your percentage. If an employee selects a plan higher than the base plan, known as a "Buy-Up Option", they will face additional costs. Buy-Up Options provide more comprehensive coverage than the base plan but at a higher price. The employee's contribution increases to cover the extra cost of these premium plans.
Example: If you select a benefit tier with 60% employer contribution towards employee premiums, 40% for employee + dependent premiums, and the employee only enrollment cost is $500 in monthly premium. You would contribute $300 (60% of $500), and the employee pays the remaining $200. If, for example, the employee enrolls his or her spouse, the premium jumps to $800 total per month. In this scenario, your total monthly contribution is $320 (40% of $800), and the employee pays the remaining $480.
If the employee opts for a Buy-Up plan costing $700 in total premium per month for an "employee only" enrollment, your contribution is still based on the Base plan (60% of $500=$300). The employee then pays the difference between the Buy-Up and the Base plan, totalling $400 for their plan.
The table below summarizes this example for easy reference.
Tier: Covers 60% "Employee Only" or
40% "Employee + Dependents"
Total Premium
Employer Contribution
Employee Contribution
Base Plan (Employee Only)
$500
$300 (60% x $500)
$200 (40% x $500)
Base Plan (Employee + Dependent)
$800
$320 (40% x $800)
$480 (60% x $800)
Buy-Up Plan (Employee Only)
$700
$300 (60% of Base Plan)
$400 (Difference between Base Plan & Buy-Up Plan)
Tier: Covers 60% "Employee Only" or
40% "Employee + Dependents"
Base Plan (Employee Only)
Total Premium
$500
Employer Contribution
$300 (60% x $500)
Employee Contribution
$200 (40% x $500)
Tier: Covers 60% "Employee Only" or
40% "Employee + Dependents"
Base Plan (Employee + Dependent)
Total Premium
$800
Employer Contribution
$320 (40% x $800)
Employee Contribution
$480 (60% x $800)
Tier: Covers 60% "Employee Only" or
40% "Employee + Dependents"
Buy-Up Plan (Employee Only)
Total Premium
$700
Employer Contribution
$300 (60% of Base Plan)
Employee Contribution
$400 (Difference between Base Plan & Buy-Up Plan)
Tier Comparison
Explore the different benefit tiers and their contribution levels. The key features of each tier have been added in the table below, along with a cost range depending on which plan your employee enrolls in. For an in-depth view of the costs associated with each plan your employee enrolls in, you can view the pricing table.
TIERS
Available tier options for 2024 (effective March 1)
EMPLOYER CONTRIBUTION - EMPLOYEE (%)
The percentage you contribute for coverage of employees without dependents.
EMPLOYEE + DEPENDENTS (%)
The percentage you contribute for coverage of your employees and their dependents (if they choose to add their dependents).
COST RANGES (USD)
The range you and your employees may need to pay depending on the plans your employees opt for, which may include individual coverage, family coverage, and the impact of opting for a Buy-Up plan.
View detailed pricing.
Basic Tier
- Medical: 50%
- Dental & Vision: 50%
- Medical: 0%
- Dental & Vision: 0%
You pay: Approx. $350 - $360 (Depending on the specific plan chosen by the employee)
Employee pays: Approx. $180 - $2,100 (Includes the impact of Buy-Up options)
Core Tier
- Medical: 70%
- Dental & Vision: 60%
- Medical: 50%
- Dental & Vision: 40%
You pay: Approx. $485 - $1,090 (Depending on the specific plan chosen by the employee)
Employee pays: Approx. $40 - $1,430 (Includes the impact of Buy-Up options)
Prime Tier
- Medical: 100%
- Dental & Vision: 100%
- Medical: 0%
- Dental & Vision: 0%
You pay: Approx. Approx. $530 - $720 (Depending on the specific plan chosen by the employee)
Employee pays: Approx. $0 - $1,780 (Includes the impact of Buy-Up options)
Standard Tier
- Medical: 95%
- Dental & Vision: 85%
- Medical: 70%
- Dental & Vision: 60%
You pay: Approx. $525 - $1,530 (Depending on the specific plan chosen by the employee)
Employee pays: $1 - $1,015 (Includes the impact of Buy-Up options)
Enhanced Tier
- Medical: 100%
- Dental & Vision: 90%
- Medical: 80%
- Dental & Vision: 70%
You pay: Approx. $530 - $1,750 (Depending on the specific plan chosen by the employee)
Employee pays: Approx. $1 - $805 (Includes the impact of Buy-Up options)
Plus Tier
- Medical: 100%
- Dental & Vision: 100%
- Medical: 90%
- Dental & Vision: 90%
You pay: Approx. $525 - $2,235 (Depending on the specific plan chosen by the employee)
Employee pays: Approx. $0 - $345 (Includes the impact of Buy-Up options)
Premium Tier
- Medical: 100%
- Dental & Vision: 100%
- Medical: 100%
- Dental & Vision: 100%
You pay: Approx. $530 - $2,480 (Depending on the specific plan chosen by the employee)
Employee pays: Approx. US$0 - $107 (Includes the impact of Buy-Up options)
TIERS
Available tier options for 2024 (effective March 1)
Basic Tier
EMPLOYER CONTRIBUTION - EMPLOYEE (%)
The percentage you contribute for coverage of employees without dependents.
- Medical: 50%
- Dental & Vision: 50%
EMPLOYEE + DEPENDENTS (%)
The percentage you contribute for coverage of your employees and their dependents (if they choose to add their dependents).
- Medical: 0%
- Dental & Vision: 0%
COST RANGES (USD)
The range you and your employees may need to pay depending on the plans your employees opt for, which may include individual coverage, family coverage, and the impact of opting for a Buy-Up plan.
View detailed pricing.
You pay: Approx. $350 - $360 (Depending on the specific plan chosen by the employee)
Employee pays: Approx. $180 - $2,100 (Includes the impact of Buy-Up options)
TIERS
Available tier options for 2024 (effective March 1)
Core Tier
EMPLOYER CONTRIBUTION - EMPLOYEE (%)
The percentage you contribute for coverage of employees without dependents.
- Medical: 70%
- Dental & Vision: 60%
EMPLOYEE + DEPENDENTS (%)
The percentage you contribute for coverage of your employees and their dependents (if they choose to add their dependents).
- Medical: 50%
- Dental & Vision: 40%
COST RANGES (USD)
The range you and your employees may need to pay depending on the plans your employees opt for, which may include individual coverage, family coverage, and the impact of opting for a Buy-Up plan.
View detailed pricing.
You pay: Approx. $485 - $1,090 (Depending on the specific plan chosen by the employee)
Employee pays: Approx. $40 - $1,430 (Includes the impact of Buy-Up options)
TIERS
Available tier options for 2024 (effective March 1)
Prime Tier
EMPLOYER CONTRIBUTION - EMPLOYEE (%)
The percentage you contribute for coverage of employees without dependents.
- Medical: 100%
- Dental & Vision: 100%
EMPLOYEE + DEPENDENTS (%)
The percentage you contribute for coverage of your employees and their dependents (if they choose to add their dependents).
- Medical: 0%
- Dental & Vision: 0%
COST RANGES (USD)
The range you and your employees may need to pay depending on the plans your employees opt for, which may include individual coverage, family coverage, and the impact of opting for a Buy-Up plan.
View detailed pricing.
You pay: Approx. Approx. $530 - $720 (Depending on the specific plan chosen by the employee)
Employee pays: Approx. $0 - $1,780 (Includes the impact of Buy-Up options)
TIERS
Available tier options for 2024 (effective March 1)
Standard Tier
EMPLOYER CONTRIBUTION - EMPLOYEE (%)
The percentage you contribute for coverage of employees without dependents.
- Medical: 95%
- Dental & Vision: 85%
EMPLOYEE + DEPENDENTS (%)
The percentage you contribute for coverage of your employees and their dependents (if they choose to add their dependents).
- Medical: 70%
- Dental & Vision: 60%
COST RANGES (USD)
The range you and your employees may need to pay depending on the plans your employees opt for, which may include individual coverage, family coverage, and the impact of opting for a Buy-Up plan.
View detailed pricing.
You pay: Approx. $525 - $1,530 (Depending on the specific plan chosen by the employee)
Employee pays: $1 - $1,015 (Includes the impact of Buy-Up options)
TIERS
Available tier options for 2024 (effective March 1)
Enhanced Tier
EMPLOYER CONTRIBUTION - EMPLOYEE (%)
The percentage you contribute for coverage of employees without dependents.
- Medical: 100%
- Dental & Vision: 90%
EMPLOYEE + DEPENDENTS (%)
The percentage you contribute for coverage of your employees and their dependents (if they choose to add their dependents).
- Medical: 80%
- Dental & Vision: 70%
COST RANGES (USD)
The range you and your employees may need to pay depending on the plans your employees opt for, which may include individual coverage, family coverage, and the impact of opting for a Buy-Up plan.
View detailed pricing.
You pay: Approx. $530 - $1,750 (Depending on the specific plan chosen by the employee)
Employee pays: Approx. $1 - $805 (Includes the impact of Buy-Up options)
TIERS
Available tier options for 2024 (effective March 1)
Plus Tier
EMPLOYER CONTRIBUTION - EMPLOYEE (%)
The percentage you contribute for coverage of employees without dependents.
- Medical: 100%
- Dental & Vision: 100%
EMPLOYEE + DEPENDENTS (%)
The percentage you contribute for coverage of your employees and their dependents (if they choose to add their dependents).
- Medical: 90%
- Dental & Vision: 90%
COST RANGES (USD)
The range you and your employees may need to pay depending on the plans your employees opt for, which may include individual coverage, family coverage, and the impact of opting for a Buy-Up plan.
View detailed pricing.
You pay: Approx. $525 - $2,235 (Depending on the specific plan chosen by the employee)
Employee pays: Approx. $0 - $345 (Includes the impact of Buy-Up options)
TIERS
Available tier options for 2024 (effective March 1)
Premium Tier
EMPLOYER CONTRIBUTION - EMPLOYEE (%)
The percentage you contribute for coverage of employees without dependents.
- Medical: 100%
- Dental & Vision: 100%
EMPLOYEE + DEPENDENTS (%)
The percentage you contribute for coverage of your employees and their dependents (if they choose to add their dependents).
- Medical: 100%
- Dental & Vision: 100%
COST RANGES (USD)
The range you and your employees may need to pay depending on the plans your employees opt for, which may include individual coverage, family coverage, and the impact of opting for a Buy-Up plan.
View detailed pricing.
You pay: Approx. $530 - $2,480 (Depending on the specific plan chosen by the employee)
Employee pays: Approx. US$0 - $107 (Includes the impact of Buy-Up options)
About Employee Benefit Plans
Employees have access to a diverse array of health, dental, and vision benefits through our partnerships with Cigna and Guardian. Utilizing the benefits tier you offer, employees can explore these options on the bSwift marketplace. This includes choosing from Cigna's flexible health plans, such as HDHP 3000, PPO 1200, PPO 250, and PPO 0, as well as selecting from Guardian's basic or premium dental and vision plans. Each of these options are tailored to meet the unique needs of your employees.
Learn more about the full range of benefit plans available and the extensive coverage each provides.
401(K) - Retirement Plans
Every US employee will be automatically enrolled in a 401(K) retirement plan with our US partner, Guideline. They can select the % of their salary they wish to contribute (if any). All US employees are entitled to 401(K) benefits as part of their basic compensation package with Remote in addition to their insurance benefits.
The employer matches 100% of employee contributions up to the first 3% of pay and 50% of employee contributions on the next 2% of pay.
Remote's Benefits Practices
Remote supports our clients by offering competitive benefits packages that will help you attract and retain the best talent across the globe! Our benefits specialists have done the research on norms and requirements in each local market and have crafted packages that will allow your employees to thrive, no matter what country they live in.
Our core benefits (which often include things like healthcare) are required in most countries where we hire. Because Remote is the employer of record, it’s important for us to offer the same core benefits to all employees in a country to ensure fair equity and non-discriminatory hiring practices, which protects your business and ours. We do not add a markup on any benefits premiums or administration costs.
If you would like more insight into fair equity and benefits best practices, you can download our Global Benefits Guide here!
- In the US, the majority of employers offer supplemental health insurance to their workforce. The country does not have a public health system, and as such, private health insurance is a hugely important benefit that allows employees to access routine care and pay for care in the event of an emergency without going into debt. The United States is a unique environment for benefits compared to the rest of the world and can be one of the most expensive countries to employ in due to the high costs of benefits (particularly healthcare).
- Everyone employed by Remote in US must have access to all core benefits as part of their basic compensation package. Not offering a particular benefit, such as insurance options or a 401(K) retirement plan, would put Remote and our customers at risk of discriminatory hiring claims.
- Once an employee is enrolled in or has waived their health benefits they cannot modify their selection until the end of the plan year (open enrollment). The only exception to this rule is if an employee or covered dependent experiences an IRS defined “qualifying life event,” at which time, they will have 60 days to notify Remote of the status change.
- Remote cannot provide any additional stipends, allowances, or alternative benefits to employees in the US for compliance reasons.
TCE in the United States
If you’re ready to hire a new employee in the US, you may have generated or received a Total Cost of Employment quote to get an estimate of what it might cost. If you haven’t, you can do so with our handy Cost Calculator tool now!
Employers hiring in the US must pay for social contributions mandated by the government. These costs are automatically applied during payroll:
- Social Security
- Medicare
- State-specific taxes
The exact cost of the government contributions listed above (and nuances by state) can be found by using the Cost Calculator.
- For more information about hiring employees in the US, see our country hiring guide at https://remote.com/country-explorer/united-states.
Learn more about Remote benefits
How do benefits work when hiring through an EOR?
Watch this quick explainer video to understand how offering benefits works when you hire team members through an employer of record like Remote.