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.
Use the yellow hot spots and explore how employee benefits can help protect against common risks.
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:
- Critical illness, hospital indemnity, and cancer coverage.
- Life, dependent life, short-term, and long-term disability coverage.
- Dental care.
- Vision care.
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.
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.
Neither of these policies are a substitute for workers’ compensation insurance (or workers’ comp). This is mandatory for most employers, and while it only covers injuries or deaths at work, it does pay out for medical bills, some lost income and death benefits.
If you’re interested in learning more about life and accidental death and dismemberment insurance, we encourage you to reach out to our employee benefits experts. We can help you to determine if it is a good fit for your business.