Benefits that help your firm keep its best people.
Group health through national carrier networks, plus dental, vision, life, disability and 401(k) — one relationship for coverage and benefits.
National-network health coverage, small-firm economics.
Through group purchasing, small firms get scale they can’t get alone. Your team of legal professionals is the heart of your firm — benefits designed to attract top talent and retain your invaluable legal experts. Employer health coverage now runs past $18,500 per employee per year — see what moves that number →
- National PPO network access
- Plans sized for firms from solo to twenty attorneys
- One enrollment experience for your whole team
- Renewal advocacy — we negotiate, you practice law
What’s in the benefits panel
Why bundle benefits with your firm’s insurance?
One renewal season
Insurance and benefits on one calendar, with one team that already knows your firm — not another broker to brief from scratch.
Recruiting leverage
Small firms compete with big-firm offers. A real benefits package — health, vision, 401(k) — changes that conversation.
Coverage that connects
Employment practices liability, employee benefits liability and fiduciary coverage coordinate with the benefits themselves. No orphan policies. What changes from solo to five attorneys →
From census to enrollment in three steps.
Share your census
Headcount, ages, and current plan (if any). Ten minutes of prep — we handle the rest.
Review real options
Side-by-side plans with true monthly costs — no jargon, no surprises at renewal.
We run enrollment
Your team enrolls; we handle carrier paperwork and stay on as your advocate all year.
What a law firm health plan looks like at each size.
Group health coverage is priced on the census, not the firm name: the ages and locations of the people enrolling, the plan design, and the network. What changes with headcount is which markets will quote you and how much leverage you have.
Solo and partner-only firms
Small-group plans generally require at least one W-2 employee who is not an owner or spouse. Until then, the practical options are individual coverage or an arrangement that reimburses it. We will tell you which applies before you spend an hour on a census.
Two to ten employees
The small-group market opens. Plans are community rated, so the firm’s own claims history does not move the price, and the census does the work. This is where a pooled program gives a small firm scale it cannot build alone. What coverage costs per employee →
Ten to twenty employees
More carriers will quote, plan choice widens, and level-funded designs start to make sense for healthy groups. Renewal becomes a negotiation rather than a letter. What changes as you grow →
The pieces around the plan
Dental, vision, group life, disability, and a 401(k) round out an offer that competes with big-firm packages. Employee benefits liability and fiduciary coverage sit alongside them so nothing is an orphan policy.
The benefit your partners cannot easily buy on their own.
Alongside the medical plan, we place a group whole life program for law firms with a long-term care rider attached. It is designed around the problem a partner in their fifties runs into privately: individual coverage is medically underwritten, and a health history makes it expensive or unavailable. Offered through the firm, coverage up to a stated amount is guaranteed issue — no medical exam, and no health questions beyond confirming the person is actively at work.
Guaranteed issue
Up to a stated amount, the certificate is issued without medical underwriting. Enrolment runs in a defined window, and eligibility depends on being actively at work full time.
Long-term care rider
If the insured cannot perform two of the six activities of daily living, or suffers severe cognitive impairment, the certificate advances part of the benefit monthly while they are alive. Amounts paid reduce the death benefit.
Level premium, portable
The rate is set by age at issue and does not rise as the insured gets older or if their health changes. If someone leaves the firm they keep the certificate and pay the carrier directly.
We run the enrolment
The firm gives us its people; each person completes their own enrolment and signs their own consent privately. LawPAK is the single point of contact with the carrier throughout — the firm never chases paperwork.
Premiums are quoted per person by age at issue and tobacco use. Send us your headcount and we will come back with your firm’s numbers and an enrolment kit. Coverage is subject to eligibility, program terms and state availability; the certificate governs.
Benefits quotes are a conversation, not a form.
A licensed benefits advisor will call you back — bring your census, leave with numbers.