When employees go on leave, change coverage, or use account-based benefits, the administrative work keeps moving. Employers need a reliable way to manage notices, elections, reimbursements, employee questions, and the ongoing responsibilities tied to the plan. Point C supports these life changes with benefit administration designed for the realities of everyday plan operations.
Benefit products and programs that help employees continue coverage or manage healthcare expenses through regulated administration and tax-advantaged accounts.
These programs usually come into focus during high-touch moments: a job change, leave event, qualifying event, or reimbursement request.
That makes administration especially important for both the employer and the employee experience.
Consumer-driven products and programs add work that is highly detailed, deadline-driven, and hard to manage manually at scale. Point C moves that work into a more organized administrative model.
A Flexible Spending Account (FSA) allows employees to use pre-tax dollars for eligible healthcare expenses and, in some cases, dependent care costs. While FSAs can add meaningful value to a benefits package, they also require ongoing administrative oversight with:
A Health Savings Account (HSA) allows employees to set aside pre-tax dollars for eligible healthcare expenses when they are enrolled in a qualified high-deductible health plan. For employers, HSAs can be an important part of a broader benefits strategy, but they also need to align with:
A Health Reimbursement Arrangement (HRA) is an employer-funded benefit that reimburses employees for eligible medical expenses based on the rules of the plan. Because HRAs are tied to employer-defined terms, they require careful administration around components like:
COBRA, or the Consolidated Omnibus Budget Reconciliation Act, is a federal law that allows eligible employees and dependents to continue group health coverage for a limited time after certain qualifying events. But it brings ongoing administrative responsibility, and employers need a process for tracking timelines, issuing notices, managing elections, collecting premiums, and maintaining documentation over time. Point C takes that complexity off of employers to manage:
Leave events often create added pressure for HR teams because benefit administration still needs to happen while employee status, documentation, and communication are changing. Point C supports leave-related administration with an approach designed to keep important tasks on track and reduce manual follow-up.
Take a closer look at how a more connected approach can strengthen plan oversight and improve the member experience. Explore our case studies, insights, and resources to see it in action.
