Employee Benefits Administration
Modern benefits your team actually values: medical, FSA/HSA, 401(k), and COBRA, administered end to end so HR stays focused on people, not paperwork.
Talk to a Benefits AdvisorBenefits Are a Retention Strategy — Not a Line Item
The right benefits package attracts talent, keeps them, and differentiates you from competitors that treat benefits as a cost center. Catapult helps employers design, implement, and administer benefits programs that your team actually notices — and that stand up to audit.
Medical, Dental, Vision & Prescription Plans
Carrier negotiation, plan design, and ongoing administration — with the buying power of a 2,000+ member network.
Medical Plan Strategy
We analyze your workforce, claims history, and goals to design medical plans that balance cost, coverage, and employee choice.
Learn more →Dental, Vision & Rx
Bundle ancillary coverage at competitive rates through our established carrier relationships — no hidden fees or surprise renewals.
Learn more →Open Enrollment Support
We run open enrollment end-to-end: decision tools, employee education, bilingual support, and carrier data feeds.
Learn more →FSA, HSA & Consumer-Directed Benefits
Tax-advantaged accounts that save employees real money — and employers on FICA. Fully administered, fully compliant.
FSA Administration
Healthcare, dependent care, and limited-purpose FSAs — claims processing, debit card, carryover rules, and year-end reconciliation.
Learn more →HSA Administration
HSA-compatible HDHP pairing, employee contribution setup, employer match, and investment-option guidance for long-term savers.
Learn more →Transit, Parking & Lifestyle
Pre-tax commuter benefits and consumer-directed lifestyle accounts that round out a modern, competitive total rewards package.
Learn more →Retirement & 401(k) Administration
From plan setup to payroll integration to annual compliance — retirement benefits done right.
401(k) Plan Design
Traditional, Roth, safe-harbor, or profit-sharing structures — chosen to fit your workforce and your financial goals.
Learn more →Deferrals, Matching & Vesting
Payroll-integrated deferral tracking, employer match calculations, vesting schedules, and distributions handled end-to-end.
Learn more →Form 5500 & Discrimination Testing
Annual non-discrimination testing, Form 5500 preparation and filing, and Summary Plan Descriptions kept current.
Learn more →COBRA Administration
Continuation coverage handled end to end, from the qualifying event through the final termination notice.
Event Intake & Notices
Qualifying-event intake, general and election notices issued inside the statutory deadlines, and dependent and beneficiary notification.
Learn more →Election Tracking & Premium Collection
Election windows tracked to the day, premium billing and collection, grace-period monitoring, and reinstatement decisions.
Learn more →End of Coverage & Reporting
Termination notices, carrier eligibility updates, and a documentation trail that holds up if the plan is ever audited.
Learn more →Benefits Compliance
ERISA, HIPAA, Form 5500, nondiscrimination testing — the regulatory work that protects your plan and your business.
ERISA Compliance & Reporting
Summary Plan Descriptions, Summary Annual Reports, fiduciary documentation, and plan-document restatements.
Learn more →HIPAA Privacy & Security
Business Associate agreements, employee notices, breach response protocols, and privacy officer guidance.
Learn more →5500s & Nondiscrimination Testing
Form 5500 preparation and filing, nondiscrimination testing for Section 125 cafeteria plans and retirement plans.
Learn more →Benefits Are Complicated — We Make Them Feel Simple
Full-service administration means your HR team stops answering open-enrollment questions and your employees stop getting runaround from carriers.
Real Humans, Not Tickets
Your employees call a certified practitioner who knows your plan — not a call-center script reader on hold.
Compliance Baked In
ERISA, HIPAA, Form 5500, and nondiscrimination testing happen on schedule — not as a panic before an audit.
Plans That Actually Fit
Plan design starts with your workforce and your budget — not a one-size-fits-all benefits catalog.
“As a one-person HR leader, knowing that I have their knowledge and tools at my fingertips makes my life so much easier and less worrisome than if I were going it alone. I use many of their services: COBRA, Background, HR Advice line, Compensation, Training and Project Management to name a few.”
Buffy Farnsworth · Verified member, Trustpilot
Give Your Team Benefits They’ll Actually Notice
Let’s talk about what your current plan is doing well, where it’s leaking money, and what a modern benefits program would look like for your organization.
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