Group voluntary benefits are no direct cost to your company.

The costs associated with group health insurance vary depending on where your business is based, how many employees you want to cover, and how old the employees are.

Since the Affordable Care Act took effect, the medical history and pre-existing conditions of the employees don’t matter. Because you’re pooling the risk with group health in

The costs associated with group health insurance vary depending on where your business is based, how many employees you want to cover, and how old the employees are.

Since the Affordable Care Act took effect, the medical history and pre-existing conditions of the employees don’t matter. Because you’re pooling the risk with group health insurance, the price your business pays per employee is usually much less than the average amount they’d pay if they bought insurance individually.

Dental care can be costly, and many employees consider group dental to be an essential part of their benefits package. As one of the most used group benefits, group dental coverage can be a worthwhile investment for helping to attract and retain great talent.

Regular dental exams help employees stay healthier and more productive in the wo

Dental care can be costly, and many employees consider group dental to be an essential part of their benefits package. As one of the most used group benefits, group dental coverage can be a worthwhile investment for helping to attract and retain great talent.

Regular dental exams help employees stay healthier and more productive in the workplace. In fact, simple check-ups can help detect serious underlying conditions such as heart disease, diabetes and more.

 Disability insurance pays out to an employee of your business who is unable to work because of illness or injury. Typically this pay out is equal to 60 percent of their typical salary, and is often paid as tax-free income. 

 Offering disability insurance is also a great way to ensure that injured or sick employees take the time necessary 

 Disability insurance pays out to an employee of your business who is unable to work because of illness or injury. Typically this pay out is equal to 60 percent of their typical salary, and is often paid as tax-free income. 

 Offering disability insurance is also a great way to ensure that injured or sick employees take the time necessary to properly heal, and then return to work in good physical shape and without stress. This prevents employees from rushing back to work before they are fully healed, which could lead to worsening of their condition and even longer recovery times in the future. 

Not every employer can afford to pay for healthcare or life insurance plans for their staff members, but that doesn’t mean your business can’t offer them any type of medical benefits. Instead, your business can sign up for group voluntary benefits, which can lower costs for staff without any cost to the employer.

In simple terms, a group 

Not every employer can afford to pay for healthcare or life insurance plans for their staff members, but that doesn’t mean your business can’t offer them any type of medical benefits. Instead, your business can sign up for group voluntary benefits, which can lower costs for staff without any cost to the employer.

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.

Offering group voluntary medical benefits doesn’t cost the employer anything, but does increase the chances of staff getting the relevant insurance coverage. That, in turn, 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 could be the answer. We can help you get started!

Paying for life insurance for employees is a valuable benefit that can be a big selling point when recruiting staff.

Life and accidental death and dismemberment insurance is designed to pay out to the employee’s financial dependents to make up some of the lost income if the employee dies. Depending on the policy, the coverage could last f

Paying for life insurance for employees is a valuable benefit that can be a big selling point when recruiting staff.

Life and accidental death and dismemberment insurance is designed to pay out to the employee’s financial dependents to make up some of the lost income if the employee dies. Depending on the policy, the coverage could last for a limited period, until the employee reaches retirement age or until they die regardless of when that is.

Accidental death and dismemberment insurance is a variation on life insurance, but it only pays out if the death is from an accident (or in some cases a homicide). It usually only pays out if the death happens while premiums are still being paid (similar to term life insurance).

The plan pays out a smaller amount if the covered person loses their sight, a limb, toe or finger in an accident. Accidental death and dismemberment insurance can be a policy on its own, or it can be added on top of the normal life insurance payout.