As remote and hybrid work arrangements become the norm, many employers are rethinking how they provide health insurance benefits. At Churchill Insurance, Inc, we understand the unique challenges and opportunities that come with supporting a distributed workforce. Here’s what business owners and HR professionals should consider when offering health insurance to remote or hybrid teams. 
Understanding Coverage for Remote and Hybrid Employees
Providing health insurance to employees who work from home or split time between the office and remote locations can be more complex than traditional arrangements. Key considerations include:
- Eligibility—Ensure your group health plan defines eligibility for remote and hybrid employees clearly. Some carriers may have requirements about where employees live or work.
- State regulations—If your team includes employees living outside your state, you may need to navigate multi-state compliance and network access.
- Plan networks—Remote employees may need access to providers in different regions. It’s important to select plans with broad or national networks to accommodate your team’s needs.
Best Practices for Supporting a Distributed Workforce
The following are key best practices to help you create a health insurance plan that meets the unique needs of a distributed workforce:
- Choose flexible plans. Look for group health plans that offer telemedicine, mental health support and access to a wide provider network.
- Prioritize communication. Use digital tools to keep employees updated on benefits, open enrollment and wellness resources.
- Review annually. As your team’s structure evolves, review your benefits strategy regularly to ensure it meets everyone’s needs.
Learn More
Our team can guide you through plan selection, compliance and ongoing support, ensuring your virtual team has access to quality health coverage. Contact us today to discuss tailored health insurance solutions for your remote or hybrid team.
This blog is intended for informational and educational use only. It is not exhaustive and should not be construed as legal advice. Please contact your insurance professional for further information.