Guide
Employee benefits planner by company size
· Last reviewed 23 October 2026
Choose a team size and the work you need to do to create a practical benefits brief. The planner suggests next steps and relevant guides, not an insurer or policy recommendation. It does not calculate a premium or collect employee information. Use the brief to prepare a conversation and clarify what a quotation needs to answer.
Build your benefits brief
Your planning brief
Choose your team size and priorities to create a brief. No company or employee details are needed.
Your selections stay in this page and clear when it reloads. Downloads are created in your browser. Nothing is submitted to Bene.
What can the brief help you decide?
The brief separates planning tasks: setting up a first plan, preparing renewal, reducing administration and helping employees understand benefits. A small company may need one owner and a clear starting scope; a larger employer may need benefit-class governance and a formal transition process.
Headcount is useful context, but it is not an eligibility decision. Confirm product-specific entry rules, employee categories and underwriting before relying on any proposal.
What should you add before requesting quotations?
| Question | What to record |
|---|---|
| Who is included? | Employee categories, locations and intended dependant scope |
| What do we need? | Benefit classes and the practical problem each should address |
| What can we spend? | Annual employer budget, separate from employee contributions |
| Who decides? | HR owner, finance reviewer, sponsor and backup |
| When must it start? | Target date and any current policy expiry or notice requirement |
| What remains unknown? | Questions to resolve before terms can be compared |
How should a team with 30 employees use it?
Illustrative planning example: select 20–50 employees, renewal and administration. The brief directs HR to census reconciliation, comparable renewal terms and a clearer operating workflow. The employer then asks for quotations against its actual benefit specification rather than assuming the planner has selected a suitable package.
If engagement is a priority, add an employee communication or workshop objective. Keep that service scope separate from medical cover so the budget and promised benefits remain clear.
What information is saved?
Only the selections are held in the current page and they clear on reload. The download is created locally in the browser. There is no account, personal-data entry or document upload in this tool.
The result is a starting brief. It does not determine statutory compliance, overseas eligibility, medical underwriting or insurer acceptance. The linked guides explain how to obtain the relevant evidence.
Questions
Does company size determine the right insurer?
No. It is one planning input. Eligibility, occupations, locations, benefit design, service and current terms also matter.
Can I use this without giving Bene employee details?
Yes. The tool requests only a size band and priorities. It creates a text brief in your browser without submitting your selections.