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Group Voluntary Benefits
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Group Voluntary Benefits Provided By Our Agency
Voluntary benefits allow employers to offer more extensive coverage without added costs, which helps them save on taxes and draw in talent.
Cost of the policy
Attracting and keeping top talent
Communicating the benefits
Confidence Coverage
Flexibility Coverage
Cost of the policy
Risk Factors
Sometimes, the benefits you offer might not include the ones the employee needs. So, they can get an additional employee-paid benefit if required.
Solution
Employers can offer voluntary benefits at no direct cost (i.e., 100% employee-paid), leaving them with just the cost of administration.
Attracting and keeping top talent
Risk Factors
Employers, especially small businesses where key staff members can be crucial to the company's success, are looking for effective ways to retain their staff and recruit the best talent.
Solution
Voluntary benefits plans help smaller businesses compete with larger competitors by providing various benefits to help them stand out in the war for talent. They can also be a valuable tool in employee retention: a benefits package that an employee has chosen and that's tailored to their changing needs is difficult to give up.
Communicating the benefits
Risk Factors
There’s no point in offering benefits if your employees don’t know about them. Unfortunately, communicating employee benefits can be tricky and time-consuming.
Solution
With voluntary benefits, some carriers will gladly help communicate the benefit offerings to employees by using trusted support tools, visiting the business for group meetings, or even meeting one-on-one with each employee to help review their personal needs and benefits.
Confidence coverage
Risk Factors
With a vast array of voluntary benefits on the market and several companies willing and eager to sell them, people are understandably worried about making the right choice.
Solution
Employees know that their employer has vetted the carrier and considered the available benefits with their plans being offered at the workplace. Voluntary insurance also pays financial benefits regardless of employees' other insurance coverage, including policies available through government health care exchanges.
Flexibility coverage
Risk Factors
If you don’t provide voluntary benefits, the employee might have to be satisfied with the policy you took without customizations.
Solution
The wide range of options available allows employees to choose those voluntary benefits that suit their circumstances and lifestyle, whether they’re 20 or 55. Many voluntary benefits are also portable, meaning that if an employee should need to switch jobs, they can continue to keep the coverage as long as they pay the premiums, making a voluntary plan easy to administer and appealing.
What is Group Voluntary Benefits?
Sometimes called supplemental insurance or employee-paid benefits, the employer offers voluntary benefits through the workplace. Employees can choose to buy them in addition to the core employee benefits they may get as part of a benefits package.
Payment options are typically flexible. To suit their budget, companies can choose whether voluntary employee benefits are:
Payment options are typically flexible. To suit their budget, companies can choose whether voluntary employee benefits are:
- Fully employee-funded
- Part-funded by both employee and employer
What options does Group Voluntary benefits include?
Dental, Vision, Short-Term Disability Insurance, Long-Term Disability Insurance, Accident Insurance, Critical Illness/Cancer, Hospital, Indemnity, Telehealth, Long-Term Care, and Worksite Wellness are some benefits covered under Group Voluntary Benefits.
Advantages of Group Voluntary benefits
Many voluntary benefits can be added to an employer’s offering at little to no cost because many employees today are willing to pay for the coverage themselves through salary-deferred contributions. Employers who offer in-demand supplemental benefits see:
- An increase in workforce productivity
- An increase in the talent pool available to them when they are looking to fill open positions
- A decrease in the amount of employee churn over time
Did you know that 92 percent of U.S. employers believe voluntary benefits and services will be necessary to their employee value proposition over the next three to five years?
While deciding on the voluntary benefits, you must map the coverages to different needs your employees have. Talk to us, and we can help you design the right Group Voluntary Benefits plan.
Already have Group Voluntary Benefits? Switching is easy
It might be time to switch insurers whenever the service that your existing insurer provides doesn’t meet your needs. For example, if you have a poor claims experience or an unexplained rate increase, it might be time to consider other options
If you cancel a previous policy before a new policy is effective, you could run into some serious financial problems.
Contact us today to help you with multiple options to choose from.
If you cancel a previous policy before a new policy is effective, you could run into some serious financial problems.
Contact us today to help you with multiple options to choose from.
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Simplified Issue.
Terms 30, 25, 20, & 15 year level premium.
Universal Life with Cash Back options.
Return of Premium (ROP).
Accelerated Benefit Riders
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