Protect your team where major medical stops — with benefits that often go overlooked.
Deductibles, lost income during recovery, a serious diagnosis — these are the gaps a major medical plan was never designed to close. Voluntary and executive benefits fill them, often at little to no cost to your bottom line.
What Your Medical Plan Covers — and What It Doesn't
A medical plan pays the hospital. It doesn’t pay the mortgage while someone recovers, or the deductible before coverage kicks in. That’s the specific space voluntary benefits are built for.
Two Situations Voluntary Benefits Are Built For
A weekend accident, a $2,000 deductible
An employee slips on the stairs at home. The ER visit, imaging, and a walking boot are all covered by the medical plan — after a $2,000 deductible is met. Accident insurance pays a lump-sum cash benefit directly to the employee, often within days, to cover exactly that gap.
Surgery goes fine. The paycheck doesn't.
An employee has a planned surgery and needs six weeks to recover. Medical bills are handled — but the mortgage, car payment, and groceries don’t pause. Disability insurance replaces a portion of that lost income while they’re out.
Voluntary Benefits vs. Executive Benefits
Two different audiences, two different purposes — both add real value without straining your budget.
Voluntary Benefits
- — Accident insurance — lump-sum cash for covered injuries
- — Critical illness insurance — lump-sum cash on diagnosis
- — Hospital indemnity — cash per day hospitalized
- — Short- and long-term disability — income replacement
- — Group life insurance — often at rates below individual policies
Executive Benefits
- Key person insurance protecting the business itself if a critical employee is lost
- Supplemental executive life insurance beyond standard group caps
- Executive disability coverage matched to actual income level
- Nonqualified deferred compensation arrangements
A Benefit That Actually Benefits Both Sides
For the Employer
- A stronger benefits package with minimal added cost
- A real differentiator in a competitive hiring market
- Higher retention without a payroll increase
- No added administrative burden — we handle enrollment
For the Employee
- Group rates, often lower than buying coverage individually
- Coverage for gaps their medical plan was never built to fill
- Cash benefits paid directly to them, not to a provider
- Payroll-deducted, so there's no separate bill to remember
Voluntary & Executive Benefits, Quickly Explained
Do we have to pay for voluntary benefits ourselves?
Typically no — employees pay the premium through payroll deduction. Your cost is usually limited to the (often minimal) administrative setup, not the coverage itself.
Will adding these complicate our open enrollment?
We handle the setup, employee communication, and enrollment logistics as part of the same process as your core medical plan — it’s an addition to the enrollment you’re already running, not a separate project.
Is executive benefits just for the CEO?
Not necessarily — it’s typically extended to key leadership or highly compensated employees whose income exceeds what standard group life and disability caps would replace, which can include several people beyond the top executive.
Do employees need to pass a medical exam to enroll?
Most voluntary benefits offered during initial enrollment are guaranteed issue up to a certain coverage amount, meaning no health questions. Executive benefits and higher voluntary coverage amounts sometimes require underwriting — we’ll tell you which applies before anyone enrolls.
Let's see what's missing from your current package
A free review shows you exactly where the gaps are — and what it would take to close them.