How can we tailor plan design for different classes of employees (hourly, salaried, part-time, remote)?

Different employee groups have different needs, and that is perfectly fine. You can tailor benefits by class as long as it is done fairly, consistently, and within compliance guidelines. The goal is to make benefits relevant, affordable, and accessible for everyone without adding unnecessary complexity or compliance risk.

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Start with bona fide employment classes
Federal law, including ERISA and IRS guidance, allows employers to design different benefits for legitimate business categories such as:

• Full-time versus part-time
• Hourly versus salaried
• Union versus non-union
• Geographic region
• Remote versus on-site
  
  

Each class must be clearly defined and applied consistently. These distinctions can never be based on protected characteristics such as age, gender, or health status.

Best practice: Document your class definitions in plan materials and in the Summary Plan Description (SPD).

Match plan design to each group’s needs

• Hourly and lower-wage employees:
  
  • Focus on affordability and simplicity.
  • Offer MEC plus $0 primary care coverage for ACA compliance and everyday access.
  • Remove copays for preventive and urgent care.
  • Provide clear education on how to use benefits and avoid unnecessary ER visits.
    
    
• Salaried employees:
  
  
  
  • Prioritize comprehensive coverage and flexibility.
  • Offer HDHPs or PPOs with network options and HSA contributions.
  • Include mental health and dependent coverage to support retention.
    
    
• Part-time or variable-hour employees:
  
  
  
  • Use affordable MEC or ICHRA options for compliance and flexibility.
  • Contribute a fixed-dollar amount to manage costs.
  • Pair with Vitable’s $0 primary care for consistent, accessible care.
    
    
• Remote or distributed employees:
  
  
  
  • Provide virtual-first, nationwide coverage.
  • Include telehealth, virtual primary care, and mental health support.
  • Avoid regional networks that limit access.
    
    

Impact: Each group receives meaningful benefits designed for how they live and work, rather than a one-size-fits-all plan.

Use contribution strategies to promote equity
Adjust employer contributions carefully to ensure fairness across income levels:

• Contribute more for lower-wage employees.
• Use percentage-based contributions for higher earners.
• Apply fixed-dollar ICHRA contributions for multi-state or remote workers.
  Best practice: Test contribution levels annually against ACA affordability thresholds.

Tailor communication for each group
Use targeted messaging to ensure each group understands their benefits.

• Hourly and part-time workers: Use visuals and text-based reminders.
• Remote workers: Offer digital enrollment tools and app-based support.
• Salaried staff: Provide detailed plan comparisons and cost breakdowns.
  Tip: Highlight what matters most to each group, such as “$0 care anytime” or “coverage anywhere,” instead of overloading them with details.

Maintain compliance across all classes
Even when tailoring plans, ensure that:

• Full-time employees (30 or more hours per week) receive ACA-compliant MEC coverage.
• Plans comply with nondiscrimination rules under ERISA and IRS Section 105(h) for self-funded plans.

Eligibility and documentation are applied consistently across all classes.Best practice: Partner with your broker or compliance advisor to validate class definitions and confirm plan fairness.

Vitable’s primary-care-first model supports every employee class equally. Whether your workforce is hourly, salaried, part-time, or remote, every member receives $0 primary care, mental health, and prescription access, either virtually or in-home, for a flat, predictable rate. This allows employers to tailor benefits by class without sacrificing equity, access, or compliance.

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Design benefits around how people work, not how much they earn. Use legitimate employment classes to create flexible, compliant plans for each group while keeping full-time coverage ACA-compliant. With Vitable’s built-in $0 primary care, every employee (from the shop floor to remote teams) receives simple, meaningful healthcare they can rely on.

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