Tomlinson Insurance helps businesses compare voluntary benefit options designed to help employees choose supplemental benefits that support their health, finances, and overall well-being.
Not every employer can afford to pay for healthcare or life insurance plans for their staff members. Unexpected medical expenses and life events may create financial stress for employees and families. Supplemental voluntary benefits may help employees prepare for out-of-pocket costs and unexpected situations. Instead, your business can sign up for group voluntary benefits, which may help lower costs for staff without any cost to the employer.
Voluntary benefits may allow employees to select additional coverage options that align with their personal situations, budgets, and long-term goals. Benefit availability and coverage options may vary depending on the employer’s plan and participating insurance providers.
In simple terms, a group voluntary benefits program means making a deal to let an insurer offer staff access to particular medical benefits through their employment, often with payments collected through payroll. Because the insurer is getting access to multiple potential customers, they agree to offer lower premium costs than the employee would pay as an individual on the open benefits market. Here are some examples of potential benefits:
One of the main factors in attracting and retaining good employees is the benefit program offered by employers. This typically starts with your group health insurance plan.
Regardless of the company’s financials, there are ways to make health insurance available to your employees and their dependents. Offering health insurance doesn’t have to break the bank. There are many solutions available to small, mid-size, and large employers.
When employees are worried about their financial situation, they may not be as productive. Many individuals today do not have life insurance or adequate savings to cover final expenses, which places additional stress on employees and/or their families when the need arises.
A group life insurance plan can put your employees’ minds at ease, knowing their family will have resources available when they need them. Policies can also include a dependent benefit to help the employee pay for expenses if their dependent passes. Another solution is to offer a voluntary life benefit whereby the employee pays a lower premium through payroll deduction than they would if they found coverage on their own. Group life insurance is also tax deductible.
Many employers are faced with offering lower wages than their competitors and find it difficult to find and retain qualified workers.
Offering a short-term and/or a long-term disability program can provide prospective and current workers with another form of financial stability. An employee may be offered a higher wage elsewhere, but are they offered protection if that paycheck stops due to pregnancy, illness, or other disability? How will they pay the mortgage or other bills? Employers offering a disability plan can provide peace of mind to their employees and gain an advantage over those that don’t.
Failure to have regular dental checkups can lead to more serious problems than a toothache.
Offering dental coverage to your employees can help encourage them to see a dentist on a regular basis. Gum disease has been linked to heart disease as well as diabetes. Catching these issues early not only helps your employees’ health, it may help reduce your long-term health insurance costs before a big claim hits!
Similar to dental coverage, if your employees are not getting regular eye exams, they may have underlying medical conditions such as heart disease or diabetes that can surface later at a greater expense to your medical plan.
Offering vision care coverage is a very affordable component to offering health benefits. It’s an inexpensive portion of the benefit package with a high value of return and can help offset the impact of increased medical costs, becoming a cost-effective, early intervention tool.
Not being able to meet an employee’s individual needs can pose a threat to worker retention and attracting new talent, both of which can be costly to your bottom line.
Offering voluntary coverage lets your employees choose benefits that are important to them. It’s a cost-effective way to provide a variety of benefits at little or no impact to your monthly premiums. Examples of voluntary coverage include:
Compliance audits are increasing and Department of Labor fines can be costly. Do you have all of the documents and paperwork at your fingertips should you receive an audit letter?
A good benefits broker will educate you on the compliance pieces so that you are prepared for that dreaded day. A wrap document covers most of what is required and the remaining forms should be readily accessible with proof of distribution to employees and/or eligible participants.
Businesses that offer voluntary benefits may improve employee satisfaction and strengthen workplace retention efforts. Flexible coverage options may also help employees feel more supported and financially prepared.
Offering group voluntary medical benefits doesn’t cost the employer anything, but it does increase the chances of staff getting the relevant insurance coverage. That helps your business retain employees and increases the likelihood that they’ll stay healthy and financially secure. If you’re looking for an alternative to offering full medical benefits to your employees, then group voluntary benefits coverage may be the answer. Contact us to learn more.
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