Northgate builds and manages benefit programs that brokers deliver to their employer clients — covering every employee classification under one roof. Each solution below can stand alone or combine into a single structured program.
Northgate builds structured, cost-controlled benefit programs — so employees get real coverage and the employer's budget stays protected.
We partner with brokers nationwide and guide their employer clients through the full benefits lifecycle: strategy, market placement, implementation, and year-round governance. Each solution can be elected on its own — nothing requires a company to take the full program.
Minimum Essential Coverage (MEC), Minimum Value Plans (MVP), and traditional self-funded options each play a distinct role in a well-structured health strategy. We help broker partners position the right combination for each client — balancing ACA employer-mandate compliance under §4980H, employee access, and cost control.
Preventive, primary, and prescription benefits structured to satisfy the mandate while giving employees real, usable coverage — the foundation of an affordable program.
Richer surgical, hospital, and specialist coverage built to the ACA minimum-value standard — for employers who need to move beyond a baseline offering.
First-dollar coverage for routine services — a fit for hourly, part-time, and seasonal employees who lack major medical, and a bridge during waiting periods before they qualify.
We help brokers place the right combination for each workforce segment, so full-time, part-time, seasonal, and variable-hour populations are all addressed under one strategy.
We lead with our MVP plan, then structure true self-funded options for full-time populations ready for more transparency and control. Only true self-funded plans include embedded GAP coverage and 340B Rx — claims transparency, cost control, and protection against catastrophic volatility, with professional third-party administration.
A Minimum Value Plan built to the ACA standard — richer hospital, surgical, and specialist coverage that gives employers a strong, compliant starting point before stepping up to self-funding.
For full-time populations ready for more, we structure true self-funded plans with claims transparency and cost control — employers see where the dollars actually go instead of a fully-insured black box.
Only true self-funded options include embedded GAP coverage and a 340B Rx program — softening deductibles and coinsurance for employees while lowering pharmacy spend for the plan.
Established third-party administration keeps the plan compliant, well-governed, and running smoothly, so the employer captures the upside without the overhead.
Group GAP fills the space between what a major medical plan covers and what an employee actually owes — deductibles, coinsurance, and copays.
Structured correctly, GAP changes the whole renewal math. It lets an employer reshape the base plan and reduce premium spend while keeping employees protected from the out-of-pocket exposure that change would otherwise create — a rare win for both sides of the table.
Voluntary benefits — accident, critical illness, and hospital indemnity — strengthen the employee-facing package without increasing core health spend. We structure these offerings to drive participation, protect employee finances, and support the economics of the overall program.
Helps offset the everyday costs that follow an injury — on or off the job — so an unexpected event doesn't turn into a financial setback for the employee.
Lump-sum protection on a serious diagnosis, giving employees breathing room to focus on recovery rather than the bills a major medical plan leaves behind.
Fixed benefits tied to admission and confinement that help absorb deductibles, coinsurance, and the incidental costs of a hospital stay.
Dental, vision, life, and disability round out a competitive package. We structure ancillary offerings for strong value, maximum participation, and simple administration — ensuring they complement rather than complicate the core program.
The coverage employees ask for most, structured for strong value and easy administration through consolidated, single-source billing.
Foundational protection for the employee's family, designed for broad participation across the full census.
Income protection that completes a competitive package while keeping enrollment and administration simple for the employer.
A benefit program is only as good as the enrollment behind it. Northgate wraps every plan in the technology, communication, and member support that raise participation, simplify administration, and keep the program governed all year long.
Plans configured before enrollment opens; employees guided to the right plan by Lumi, an AI benefits advisor; confirmed elections flow to payroll and carriers without re-keying.
Branded benefit communication and education across email, SMS, digital guides, and portals — coordinated into one consistent enrollment journey.
Enrollment help, billing consolidation, IRS and compliance reporting, and an employer portal for administration — support that continues well past open enrollment.
Hourly, part-time, seasonal, variable-hour, and 1099 populations are our core focus — not an afterthought bolted onto a full-time medical plan. Each solution stands alone or combines into a single structured, cost-controlled program you keep control of all year.
Tell us about your workforce mix, current program, and renewal timing — we'll come back with the right combination of compliance, self-funded, GAP, voluntary, and ancillary solutions, and a clear picture of what a structured program looks like.
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