The employees pay for it. The employer just has to offer it.
Employee-paid cover offered through the workplace — supplemental life, accident, critical illness and hospital indemnity — at group rates with guaranteed issue, at no premium cost to the employer.
Tell us the situation.
A licensed human replies the same business day — not an auto-responder, and not five producers calling at once. We shop it across our carriers and tell you if the policy you already have is the right one.
We use this to quote and service your insurance, and we do not sell it or pass it to lead networks. Privacy policy.
What voluntary and supplemental benefits businesses actually need.
Supplemental and dependent life
Additional life cover on the employee, a spouse and children.
Without it — Basic group life at one times salary rarely matches the actual need.
Accident insurance
A cash benefit on a schedule for fractures, burns, ER visits and hospital stays.
Without it — A high-deductible health plan leaves several thousand dollars payable before it responds.
Critical illness
A lump sum on diagnosis of cancer, heart attack, stroke and similar.
Without it — The non-medical costs of a serious diagnosis are what actually break a household.
Hospital indemnity
A fixed amount per admission and per day, paid directly to the employee.
Without it — Deductibles and coinsurance on an inpatient stay arrive as a bill, not a discount.
What voluntary and supplemental benefits operators ask us.
Why offer benefits the employer does not pay for?
Because the employee cannot get them as well anywhere else. Through the workplace they get group rates, payroll deduction and — the part that matters most — guaranteed or simplified issue, meaning the health questions are limited or absent. An employee with a heart condition can buy supplemental life at work and cannot buy it individually at any price. The employer’s cost is the administration and the enrolment meeting, and participation is usually the metric a broker should be judged on.
Do these make sense alongside a high-deductible health plan?
That is the strongest case for them. When the medical plan carries a $3,000 to $7,000 deductible, an accident or hospital indemnity plan pays cash directly to the employee at exactly the point that deductible bites — and it pays regardless of what the health plan does, because it is a fixed schedule rather than a reimbursement. Employers who move to a high-deductible plan to control premium and offer nothing alongside it tend to find the saving reappears as an employee-relations problem.