The employees pay for it. The employer just has to offer it.
Your staff buy supplemental life, accident, critical illness and hospital indemnity through the workplace, at group rates and with guaranteed issue, at no premium cost to you.
Real prices need your people.
Carriers rate a group off the ages, zip codes and family tiers of everyone on it. Give us that once and a licensed agent comes back with actual numbers the same business day.
Start the censusA few minutes, saves as you go, no obligation.
Send us what you have. We’ll tell you if it’s right.
Your current policy paperwork, a renewal notice, or nothing at all. A licensed agent reads it and replies the same business day.
What voluntary and supplemental benefits actually covers.
Supplemental and dependent life
Additional life coverage 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 clients with voluntary and supplemental benefits 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 enrollment meeting, and participation is usually the metric a broker should be judged on.
Do these make sense alongside a high-deductible health plan?
Nothing makes a stronger 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.
Commercial insurance is 96% of what we do — it is not a department here, it is the whole business. Not ready to talk? The guides answer the questions this page raises in more depth. Already insured with us and need a certificate or a policy change? Ask the service team rather than starting a quote — it is faster and it goes to the people whose job it is. We also write home and auto, which is usually cheaper alongside the business policy than apart from it.
Handed a lease, a vendor packet or a client contract with insurance requirements? Paste it into the COI Requirements Decoder to see what each one means for your business, or read what the requirements mean.