Personal Insurance

Obtain quotes, enrollment support and excellent service on all types of individual insurance from personal auto, home, health, life to retirement. We will fill the gaps in your existing coverage, protect your property from loss with full replacement and give you financial protection for your loved ones and yourself.

Commercial Insurance

We write all lines of business insurance directly or through with our strategic partners allowing us to shop a wider array of insurance companies. The best rates and coverage can only be achieved with adequate competition competing for your business.

Group Insurance

We combine extensive benefit consulting and insurance carrier work experience with the creation of strategic, cost effective employee benefit programs that support your groups business goals.

Insurance Services

Employees win with our personalized educational approach - teaching them and family members how to manage expenses by using tax saving vehicles and products. Meanwhile, our HR compliance services can protect a company from violating the law and help individual employees comply with business policies.


Craig Chapin -- Let's Talk

Welcome to 1Stop Benefits, Inc.

Since 2002, 1 Stop Benefits, Inc. has serviced small businesses and individuals, including Healthcare.gov and most state health exchanges. We are a full-service brokerage agency that works for you, not any one insurance company. At no cost to you, we use our strong alliances and top rated-carriers to offer clients unmatched group employee benefits or personal accident, critical illness, dental, disability, health, hospital indemnity, life, long-term care, and Medicare protection.

Why Us

  • We are committed to understanding your concerns and delivering prompt responses.
  • As a trusted advisor for over 20 years for small groups and individuals, we help you identify, evaluate, and manage the daily risks you face.
  • Let us optimize your coverages, leverage your limited resources, and enhance your financial protection.
  • Accountants turn to us for Section 125-Flexible Spending Accounts, Health Savings Accounts, HRA, Medical-Travel Reimbursement Plans, and ICHRAs, and so should you.

Shop Rates Now!



Client Testimonials
1Stop Benefits, Inc.
"Craig Chapin has gone that extra mile many times and his help has been invaluable."
William J. Lipkin
President
NJ State Federation of Teachers
Edison, NJ
"I had the pleasure to work with Mr. Chapin, and I was thoroughly pleased with his service. I never thought that I would be able to buy health insurance due to high rates elsewhere, but Mr. Chapin got me the right plan. Thanks!"
Gilda Reyes
Jersey City , NJ
"I have been working with Craig Chapin for several years. Craig has been excellent in offering services for our specific business needs. He is reliable, trustworthy and always responds to our questions immediately. Craig has really helped our company as we have grown and our needs have changed. I would highly recommend 1 Stop Benefits!"
Diane Mallee
Compression Components and Service, LLC
Warrington , PA
Read More Testimonials... 		1Stop Benefits, Inc.

1Stop Blog


The Big Beautiful Law of Tax Changes

Thursday, July 17, 2025    1 Stop Benefits & Gork

Key Updates for Businesses and Individuals - Effective 2025 For Businesses
  • Corporate Tax Rate reduced to 15%.
  • 100% Bonus Depreciation restored for qualifying assets.
  • Section 179 Expensing limit increased to $2.5 million.
  • Immediate R&D expensing reinstated and made permanent.
  • 20% Pass-Through Deduction (Section 199A) made permanent.
  • QSBS gain exclusion expanded: 50% (3 years), 75% (4 years), 100% (5+ years).
  • Opportunity Zones policy made permanent starting 2027.
  • Employer-Provided Childcare Credits increased to 40% (50% for small businesses), max $500,000 ($600,000 for small businesses).
  • Charitable Deduction floor set at 1% for C corporations.
  • Excess Business Loss Limitation made permanent: $313,000 (single), $626,000 (joint).
  • Clean Energy Credits terminated for commercial vehicles post-September 30, 2025.
  • Endowment excise tax for private colleges increased to up to 8%.
  • PTET deductions preserved for SALT cap workarounds.
Changes to Medicaid and ACA individual plans may lead to additional costs for group health insurance. Expansion of ICHRA(Choice) health plans may help in offering employers and employees greater flexibility and tax advantages. For Individuals
    • Income Tax Rates (10%-37%) made permanent, with inflation adjustments from 2026.
    • Standard Deduction increased: $15,750 (single), $23,625 (head of household), $31,500 (joint) for 2025.
    • SALT Deduction cap raised to $40,000 (2025-2029), reverts to $10,000 in 2030.
    • Social Security benefits tax eliminated with a $6,000 deduction (2025-2028).
    • Tip Income Deduction up to $25,000 (2025-2028).
    • Overtime Income Deduction up to $12,500 ($25,000 joint) (2025-2028).
    • Car Loan Interest Deduction up to $10,000 (2025-2028).
    • Child Tax Credit increased to $2,200, with $1,700 refundable, adjusted for inflation.
    • Adoption Tax Credit: $5,000 refundable of $17,280, adjusted for inflation.
    • 529 Plan distributions expanded to $20,000 for K-12 expenses.
    • Trump Accounts: $1,000 tax-exempt savings for children born 2025-2029.
    • Estate Tax exemption increased to $15 million (individuals), adjusted for inflation.
    • Personal Exemptions permanently eliminated, except for seniors.
    • Clean Energy Credits terminated for EVs and charging equipment post-2025.
    • Dependent Care Assistance limit increased to $7,500 after 2025.
    • Charitable Deduction floor set at 0.5% for itemizers.
    • Moving Expenses deduction permanently repealed, except for Armed Forces.
    1Stop Blog
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Understanding the New ICHRA Rules Under the One Big Beautiful Bill Act: A Game-Changer for Employers

Wednesday, July 16, 2025    1 Stop Benefits, Inc. and Grok

Understanding the New ICHRA Rules Under the One Big Beautiful Bill Act: A Game-Changer for Employers The One Big Beautiful Bill Act (OBBBA), signed into law on July 4, 2025, has brought significant changes to employee benefits, including updates to Individual Coverage Health Reimbursement Arrangements (ICHRAs). Rebranded as Custom Health Option and Individual Care Expense (CHOICE) Arrangements, these updates codify and enhance ICHRA, offering employers and employees greater flexibility and tax advantages. Below, we explore the key changes and how employers are leveraging them to optimize health benefits. Key Changes to ICHRA Under the OBBBA
  • Codification into Law: Previously operating under 2019 regulatory guidance, ICHRAs are now formalized as CHOICE Arrangements in federal law, ensuring long-term stability regardless of administrative changes. This gives employers confidence in adopting and maintaining these plans.
  • Increased Flexibility for Small Employers: Small businesses (fewer than 50 employees) can now offer both CHOICE Arrangements and traditional group health plans to the same employee class, a significant shift from previous restrictions. This allows tailored benefits strategies, such as offering part-time workers a CHOICE Arrangement while providing salaried employees a group plan.
  • Pre-Tax Premium Payments: Employees can now pay their share of individual health insurance premiums (including ACA Marketplace plans) on a pre-tax basis through Section 125 cafeteria plans. This change enhances affordability for employees and simplifies administration for employers.
  • Small Business Tax Credits: The OBBBA introduces a two-year tax credit for small businesses: $100 per employee per month in the first year and $50 per month in the second year. This incentive encourages adoption among smaller employers, making health benefits more accessible.
  • Reduced Notice Period: The required notice period for informing employees about CHOICE Arrangements has been shortened from 90 days to 60 days, easing administrative burdens and allowing faster implementation.
  • W-2 Reporting Requirement: Employers must now include the CHOICE Arrangement amount on employees' Form W-2, improving transparency and compliance.
How Employers Are Taking Advantage
  • Employers are embracing CHOICE Arrangements for their flexibility, cost control, and employee satisfaction benefits. Here's how:
  • Cost Management: Unlike traditional group health plans, CHOICE Arrangements allow employers to set a fixed budget for health benefits, avoiding unpredictable premium increases. This is particularly appealing to small and midsize businesses seeking cost-effective alternatives.
  • Employee Choice and Satisfaction: Employees can select individual health plans that best fit their needs, from ACA Marketplace options to off-exchange plans. This personalization enhances employee satisfaction and helps attract talent in competitive markets.
  • Tax Advantages: The ability to offer pre-tax premium payments and the new tax credits for small businesses make CHOICE Arrangements financially attractive. Employers can provide robust benefits while reducing tax liabilities. Scalability Across Business Sizes: With no size restrictions or contribution caps, CHOICE Arrangements are scalable for businesses of all sizes, from startups to large corporations. This flexibility supports diverse workforce needs, such as varying allowances for full-time, part-time, or seasonal employees. Compliance with ACA: CHOICE Arrangements help employers meet Affordable Care Act (ACA) mandates by ensuring affordability (premiums not exceeding 9.02% of household income for self-only coverage). Employers can design plans to avoid penalties while offering employees access to Marketplace subsidies if needed.
Looking Ahead The transformation of ICHRA into CHOICE Arrangements under the OBBBA, effective for plan years starting January 1, 2026, signals a shift toward portable, consumer-driven health coverage. Employers are already capitalizing on the 29% growth in ICHRA adoption from 2023 to 2024, with 83% of 2025 ICHRA-offering employers previously unable to provide health benefits. The tax credits, streamlined rules, and increased flexibility make this an opportune time for businesses to explore CHOICE Arrangements. For employerss, now is the time to evaluate how these changes align with your benefits strategy. By offering tailored, cost-effective health benefits, businesses can enhance employee satisfaction while maintaining financial control. Stay ahead by consulting with benefits professionals to design a CHOICE Arrangement that works for your organization.1Stop Blog
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2025 ACA & Medicaid Changes: What You Need to Know

Sunday, July 6, 2025    1 Stop Benefits, Inc.

BigBeautiful_Law.pngBig changes to health insurance rules are here-and many people could lose coverage if they don't act. We're here to make sure that's not you. No More Auto-Renewals What this means: If you have an ACA Marketplace plan, you'll now need to re-apply every year. No more automatic re-enrollment. What to do:
  • Mark your calendar for the shorter Open Enrollment period.
  • Work with us early-we'll make sure your application is submitted on time and with all documentation.
New Income & Eligibility Checks What this means: You'll be asked to verify your income every 6 - 12 months, not just once a year. Missing paperwork could mean losing your plan or subsidies. What to do:
  • Be ready to show pay stubs, tax info, or other documents during the year.
  • Let us help with gathering and uploading your documents.
Premiums Might Increase What this means: Some enhanced subsidies are expiring, and premiums may rise for many households-especially middle-income families. What to do:
  • Let us shop all available options-Marketplace, off-Marketplace, short-term, or employer alternatives.
  • Ask about bundling dental, vision, or enhanced life and long-term care benefits.
Medicaid Changes What this means: If you or someone you love is on Medicaid, you may need to prove you're working or volunteering 80 hours/month to stay covered. What to do:
  • Check if you qualify for an exemption (health, caregiving, student status).
  • We'll help track and report work hours or file exemption paperwork.
Limited Coverage for Immigrants What this means: Some immigrants, including DACA recipients, may no longer qualify for ACA subsidies. What to do:
  • We can explore affordable private options that don't rely on ACA subsidies.
  • Ask us about guaranteed issue and low-premium limited benefit plans.
We're Here to Help At 1 Stop Benefits Inc., our licensed advisors understand the new rules-and we'll help you or your employees navigate them with confidence. 📞 Let's Make a Plan 📲 Call or Text: 1- 800-662-3982 🌐 Visit: www.1StopBenefits.com 1Stop Blog
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Phone: (215)321-6481 - Toll Free: (800)662-3982
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