For employers & worksite
Take care of your people. We'll handle the rest.
Hawai'i employers carry more benefit obligations than almost anywhere in the country. We make compliance simple, find the savings most brokers miss, and take the administrative work off your desk. And our help costs you nothing.
- Years in insurance
- 25
- Employees to get started
- 3+
- Cost for our services
- $0
- Google rated
- 5-star
First, let's make sure you're solid.
Three things every Hawai'i employer is required to have. Most owners are confident about two of them.
Prepaid Health Care Act
Coverage required for employees at 20 or more hours a week
Temporary Disability Insurance
Partial wage replacement, required for most employers
Workers' Compensation
Required from your first employee
If a mainland broker has pitched you an ICHRA or a QSEHRA, ask us before you sign anything. They generally do not satisfy Hawai'i's Prepaid Health Care Act, and we've seen employers find that out the expensive way.
New to Hawaii's employer coverage rules? Our PHC Act and TDI guides are must-reads
Then, what you can actually offer.
Health insurance
Group coverage through Hawai'i carriers like Kaiser and HMAA, plus bundling strategies that lower your total cost rather than just your premium
Core benefits
Dental, vision, disability, and life. The package that makes an offer letter competitive
The layer your team notices
Virtual health memberships and cash-benefit programs that pay employees directly when life happens. Most of it costs the company nothing to offer
Special underwriting
Guaranteed issue, with pre-existing conditions waived. People who were declined elsewhere get covered here
Most of what we place starts at three eligible employees, with at least two enrolling per benefit. Group life starts at five. Minimums rise a little with headcount, and we'll tell you exactly where you land before anything gets quoted.
Employees asking about their families?
Send them our Hawaii health guide. Every option explained, with real rates.
Four ways employers use us.
Which one sounds like you?
I need to attract better people.
Compete for talent without raising fixed payroll.
Add employee-funded benefits, accident, hospital, critical illness, and virtual care, that cost the company nothing to offer, with guaranteed issue so nobody on your team is left out.
What changes
Your offer letter lists benefits your competitors don't, and your cost of offering them is zero.
I'd rather invest in benefits than hand out raises.
Reward and retain without the payroll tax bill that comes with hourly increases.
Instead of a raise, fund specific benefits: pick up virtual care for everyone, contribute toward voluntary coverage, or run contributions through a Section 125 plan so the dollars stretch further before tax.
What changes
The company keeps roughly the payroll taxes it would have paid on a raise, employees get something they use every month, and leaving means giving it up. Retention that pays for itself.
My health plan is fine. I just want to offer more.
Strengthen the package without touching what's working.
Leave the health plan exactly where it is. Layer dental, vision, life, disability, cash benefits, and virtual care on top, employee-paid or employer-paid as you choose, enrolled in about five minutes each.
What changes
A stronger package, no disruption, and no re-enrolling people into a plan they already like.
My costs keep climbing and I want options.
Lower total cost and get ahead of the next renewal.
Restructure the combination: pair the health plan with hospital or GAP coverage so out-of-pocket costs stop running through it, route everyday care and prescriptions to virtual and pharmacy programs, and layer so no single carrier's repricing moves your whole budget.
What changes
Lighter claims experience, lower prescription spend, and a renewal position you negotiate from rather than accept.
Compete for talent without raising fixed payroll.
Add employee-funded benefits, accident, hospital, critical illness, and virtual care, that cost the company nothing to offer, with guaranteed issue so nobody on your team is left out.
What changes
Your offer letter lists benefits your competitors don't, and your cost of offering them is zero.
Reward and retain without the payroll tax bill that comes with hourly increases.
Instead of a raise, fund specific benefits: pick up virtual care for everyone, contribute toward voluntary coverage, or run contributions through a Section 125 plan so the dollars stretch further before tax.
What changes
The company keeps roughly the payroll taxes it would have paid on a raise, employees get something they use every month, and leaving means giving it up. Retention that pays for itself.
Strengthen the package without touching what's working.
Leave the health plan exactly where it is. Layer dental, vision, life, disability, cash benefits, and virtual care on top, employee-paid or employer-paid as you choose, enrolled in about five minutes each.
What changes
A stronger package, no disruption, and no re-enrolling people into a plan they already like.
Lower total cost and get ahead of the next renewal.
Restructure the combination: pair the health plan with hospital or GAP coverage so out-of-pocket costs stop running through it, route everyday care and prescriptions to virtual and pharmacy programs, and layer so no single carrier's repricing moves your whole budget.
What changes
Lighter claims experience, lower prescription spend, and a renewal position you negotiate from rather than accept.
The part that saves you time.
Here's the question nobody asks out loud: how much of this lands on my desk?
Stays with you
- Deciding what to offer
- Approving the plan
- Telling your team it's coming
Comes to us
- Quotes and proposals
- Enrollment build and self-enrollment links
- Employee education, in person or virtual
- Five-minute self-enrollments, phone or text
- Payroll and non-payroll billing setup
- Reconciling every enrollment so the first bill is right
- Claims questions, new hires, terminations, all year
- Annual review before every renewal
No-cost technology, easy payment options, and a team that handles implementation, education, enrollment, and service. Your workload goes down. That's the whole point.
Employers who've been through it.
Our experience with Mana Insurance Solutions has been outstanding. … We highly recommend Mana Insurance Solutions to any business seeking a trusted partner who values people, provides comprehensive insurance options, and genuinely cares about the clients they serve.
Chris C. Easy, reliable, good communication.
Isabella H.Maui business owner
Carriers we proudly represent
Every voyage has a route. Here's ours.
How it works, start to finish.
It's important to us that you understand what the entire process looks like, and how we do all of the heavy lifting for you, at no additional cost.
1Discovery & Roadmap
We start by listening: your goals, your people, your pain points. Before we leave, you'll see this exact process end-to-end, so you know what happens, when, and what it asks of you. No mystery, no surprises.
2Intake & Custom Quoting
A streamlined intake (we do the heavy lifting), then we shop and build options across our carrier relationships.
You leave with: real numbers, not brochures.
3Benefits & Solutions Review
We walk you through every option in plain language: what it costs, what it covers, where it saves you money, and what we'd choose in your shoes.
4Implementation
We stand up your selected carriers, products, and benefits technology, and handle the paperwork and carrier coordination.
You leave with: a launch date and nothing on your to-do list that belongs on ours.
5Employee Education & Enrollment
Your people get real education and enrollment options, their way: in-person, virtual, recorded video, and multi-channel communication campaigns built around your workforce. Every employee understands what they have and why it matters, with self-enrollment options available that allows entire companies to enroll in 1 hour.
6Post-Enrollment Review & Reconciliation
We audit every enrollment against every carrier so your first bill is right. Then we ask you to grade us, and if we've earned it, to share your story.
7Monthly Check-Ins
Billing questions, claims support, new hires, terminations. It all gets handled on a rhythm, not a scramble. This is where most brokers disappear. It's where we show up.
8Open Enrollment Planning
One to three months before your next OE, we're already at the table reviewing what worked, what changed, and what's next. The cycle never starts cold.
The Wayfinder™ for Employers
A few honest questions about your team, your coverage, and what your state asks of you. At the end you'll see where you stand, what's missing, and what's worth fixing first.
About 5 minutes. Your answers stay on your screen. Nothing is saved or sent anywhere unless you choose to email yourself the results at the end.
Let's talk about your team.
Thirty minutes, no slides, no pressure. We ask about your people, your costs, and what's frustrating you, then tell you honestly what we'd do and what it would take. If your current setup is already the best fit, you'll hear that too.
Or call or text us at (808) 303-5040 (text).
Our help is free either way. We are paid by the carriers you choose, not by you, and your price is the same whether you enroll yourself or we do it together.
Product availability, rates, and contracting tiers vary by carrier and state. All rates shown are sample rates.