Construction firms, electricians, plumbers, mechanical contractors, and specialty subs compete for skilled trades against tight project margins. The workforce that wins bids is the workforce that stays — and benefits play a bigger role in that than most owners realize.
WHIA designs benefits that help you attract and keep journeymen and project leads without eating into already-thin overhead. Same carriers, same networks, better pricing.
Benefits cost can't be a fixed anchor when revenue moves with jobs. Plan design needs to flex with your book of work.
Journeymen and project leads have options. A weak benefits package is a recruiting tax you pay on every bid.
Physical-risk trades carry claims patterns that need a funding structure ready for them — not a generic PPO that reprices badly.
We build plans that protect project margins — including funding models that smooth the claims volatility common in construction workforces.
Plans structured to keep the people who win your bids: trades-focused communication, strong family coverage, and voluntary benefits that matter on the job site.
ACA, COBRA, and Washington state requirements handled for you — flat fee, fully disclosed, no commissions buried in premium.
average savings WHIA clients see versus their prior plan — without cutting coverage or switching networks for the sake of it.
typical savings range for employers who benchmark their current plan against the full market — that's the range we target on every engagement.
serving Washington employers since November 2009 — through every market cycle, funding model, and carrier shakeup.
The key is a funding structure that matches your cash flow — often level-funded or partially self-funded — rather than a fixed fully-insured premium that escalates every year. We model the options against your actual workforce and jobs.
Yes. Even a 10-person crew can access plans through aggregation and association-style structures that a standalone buyer couldn't. That access is exactly what WHIA's model is built on.
When hourly rates are close, the benefits package decides. Companies offering real family coverage and a clear benefits story consistently do better in trades hiring.
Yes — both. Non-union shops get plan design and benchmarking; union-affiliated employers get help structuring supplemental benefits around the collective agreement.
From the I-5 corridor to Eastern Washington, we work with construction firms in person and by video. Teams we currently help are based in:
Your workforce is specific to construction firms. Your benefits should be too. Thirty minutes with WHIA opens the door to options built for businesses like yours.
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