Supplemental Insurance for Groups
Our licensed agents are here to help you navigate your options and ensure your plan works for your budget and health priorities.
Expanded Benefits & Support
Supplemental insurance, also known as voluntary benefits, enhances a traditional employee benefits package by addressing the gaps left behind by core health and life insurance. These plans provide peace of mind, financial protection, and valuable services for employees, while helping employers build a more attractive and competitive workplace. Inspired by the holistic approach promoted by Voluntary Insurance Partners
, supplemental insurance is designed to be flexible, innovative, and people-centered—ensuring both short-term security and long-term financial well-being.
Accident Insurance
Purpose & Use
Accident insurance delivers a direct cash benefit when an employee experiences a covered injury—such as a broken bone, burn, or dislocation. Rather than applying only to medical bills, the payout can be used toward transportation, lodging, medication, or even everyday household expenses during recovery. This layer of protection ensures employees won’t have to deplete savings or delay care because of financial worry.
Key Features
These plans often structure benefits in tiers depending on injury severity, with additional coverage for ambulance services, diagnostics, or rehabilitation. Many policies are portable, allowing employees to maintain the coverage even if they leave or change jobs.
Why It Matters
From the employee’s perspective, accident insurance bridges the gap where health plans fall short. But for employers, it’s more than a perk—it helps minimize productivity loss and supports a stable workforce. By reducing the financial strain on employees and enabling timely care, businesses can foster loyalty and maintain smoother operations. Voluntary Partners notes that accident coverage can also reduce dependency on workers’ compensation claims for off-duty injuries, indirectly protecting company resources.
Disability Insurance
Purpose & Use
Disability insurance replaces a portion of an employee’s income when illness or injury prevents them from working. While health insurance handles medical costs, disability coverage addresses the greater risk: lost wages. This safeguard ensures employees can maintain financial stability during periods of recovery.
Key Features
Typical plans cover 50–70% of pre-disability income after a defined waiting (elimination) period. Many policies include partial or residual benefits, which allow employees to earn some income while still receiving support during a gradual return to work.
Why It Matters
For employees, disability coverage protects against catastrophic loss of income. For employers, offering disability insurance highlights a commitment to workforce resilience. It mitigates the operational and financial impact of long-term absences and helps attract and retain talent who value security. Voluntary Partners underscores that navigating disability options is a crucial employer responsibility, especially as workforce expectations and regulations evolve.
ICHRA
Purpose & Use
ICHRA (Individual Coverage Health Reimbursement Arrangement) shifts the health insurance model: instead of offering a standard group plan, employers provide a defined allowance that employees use to purchase their own individual health insurance. It gives employees autonomy while letting employers maintain cost predictability.
Key Features
Employers define contribution levels, and employees select the coverage that fits their needs. Contributions are often tax-advantaged. Employers can segment classes of employees (e.g. full-time, part-time) to vary allowances. Supplemental benefits like dental, vision, or hospital indemnity layer on top for a customized package.
Why It Matters
ICHRA offers a win-win: employers cap health-related spending and avoid unpredictable premium hikes, while employees gain the freedom to choose a plan suited to their situation. In today’s insurance climate, Voluntary Partners points out that ICHRA gives businesses flexibility and control without sacrificing benefits.
Critical Illness / Cancer Benefits
Purpose & Use
Critical illness coverage pays a lump sum when an employee is diagnosed with a specified condition such as cancer, heart attack, or stroke. That cash can be used for non-covered treatments, travel, rent or mortgage payments, or everyday costs during recovery.
Key Features
Policies typically cover multiple illnesses, include wellness enhancements (e.g. reimbursements for preventive screenings), and sometimes allow multiple benefit events over time if conditions reoccur.
Why It Matters
Serious diagnoses carry not just medical costs but financial disruption and stress. A critical illness policy gives employees breathing room to prioritize health. For employers, offering this coverage signals care and support, boosting morale and retention. Voluntary Partners stresses that including critical illness in benefits helps manage long-term absenteeism and shows genuine investment in employee welfare.
Payroll Services
Purpose & Use
Payroll Services integrates payroll, HR, and benefits into one automated system. This ensures deductions are accurate, enrollment is seamless, and compliance is maintained.
Key Features
Processes like benefit deductions, reporting, changes, and terminations are automated. Real-time insights into benefits utilization are available. The system aligns payroll and benefits to reduce errors and administrative overhead.
Why It Matters
For employers, this service reduces manual workload, minimizes compliance risk, and ensures accuracy in every paycheck. For employees, it ensures their benefits and pay are in sync, fostering trust in the program’s reliability.
Life Insurance with Living Benefits
Purpose & Use
Life insurance with living benefits offers traditional death-benefit protection plus the ability to access part of the benefit early if the insured is diagnosed with a chronic, critical, or terminal illness. The funds can assist with medical care, long-term care, or other pressing expenses.
Key Features
Employees access living benefits while living; any amount taken generally reduces the death benefit. If the full death benefit isn’t needed, the remaining portion still goes to beneficiaries after death.
Why It Matters
This dual-purpose approach provides value at both ends of life. Employees receive support when they need it most, while still preserving benefit for loved ones. For employers, offering enhanced life coverage helps differentiate the benefits package, strengthens loyalty, and demonstrates a deeper commitment to employees’ full life cycles. Voluntary Partners writes that life benefits should be viewed not just as end-of-life protection but as living support during serious health events.
Business Retirement Solutions
Purpose & Use
Business retirement solutions—such as 401(k) or SIMPLE IRA plans—help employees build long-term financial security. Employers often supplement with matching or profit-sharing to encourage engagement in retirement savings.
Key Features
Automatic enrollment, deferral escalation, diversified fund options, and employer contributions make the program easier to adopt and more effective over time.
Why It Matters
Retirement benefits are a key differentiator in a competitive job market. By offering robust retirement plans, employers show they care about employees’ futures, which helps with both attraction and loyalty. It’s also a natural complement to short-term protection (supplemental insurance).
Dental and Vision Insurance
Purpose & Use
Dental and vision insurance cover preventive care—regular cleanings, exams, eye tests—and mitigate the cost of more complex services like crowns or corrective lenses.
Key Features
Dental plans may cover preventive services fully, with tiered coverage for restorative work. Vision plans support exams, glasses, contacts, and sometimes corrective procedures.
Why It Matters
Employees often view dental and vision as essentials. These benefits encourage early detection of health issues and reinforce a holistic approach to wellness. For employers, including these in your voluntary suite enhances perceived value and helps satisfy a broader range of employee needs. Voluntary Partners frequently emphasizes how dental and vision boost benefit satisfaction.
Hospital Indemnity
Purpose & Use
Hospital indemnity insurance pays a set cash amount for each day an employee or covered dependent is hospitalized for a covered event. The money can be used for deductibles, coinsurance, or non-medical needs like childcare or transport.
Key Features
Benefits may increase for extended stays or ICU admission. The benefit is often paid regardless of other insurance, making it flexible for employees to use as needed.
Why It Matters
Hospitalization often brings unexpected non-medical costs. This coverage reduces financial strain during these high-stress times. Employers offering hospital indemnity help ensure their workforce stays supported, which reduces financial anxiety and helps maintain employee focus on recovery.
Virtual Primary Care
Purpose & Use
Virtual primary care gives employees access to licensed physicians via telehealth for routine visits, chronic condition management, prescriptions, and lab orders—without needing to visit a clinic in person.
Key Features
Online consultations, lab coordination, wellness coaching, and prescription management are common. Continuity of care is maintained across telehealth and in-person referrals when necessary.
Why It Matters
This modern approach improves access, especially for remote or time-constrained employees. It can reduce unnecessary ER visits and drive healthier outcomes. From an employer standpoint, better health management leads to lower healthcare costs and fewer disruptions, giving your team a competitive advantage in wellness.
Telehealth and EAP
Purpose & Use
Telehealth provides 24/7 access to medical providers for non-emergency issues (e.g., minor illness, consultations). An Employee Assistance Program (EAP) complements this by offering confidential support for mental health, legal, financial, and personal challenges.
Key Features
Services include phone/video chat with clinicians, counseling sessions, referrals, and crisis hotlines. Many options are offered at little to no cost to employees.
Why It Matters
Together, telehealth and EAP address holistic well-being—mind, body, and life. Employees gain convenient access to care and support. Employers benefit from reduced presenteeism, better mental health outcomes, and improved engagement. Voluntary Partners often cites these as foundational tools in modern benefits strategies.
LegalShield
Purpose & Use
LegalShield gives employees and individuals affordable access to legal services via a subscription model. Rather than paying steep hourly legal fees, members pay a modest monthly rate and gain access to a provider network of attorneys for consultation, document review, legal letters, and representation. This service applies both to individual/family plans as well as group or employer-sponsored plans—so whether a person enrolls directly or through their workplace, they can benefit from legal support.
Key Features
Under group plans, LegalShield is often offered as a voluntary benefit that employees can enroll in via payroll deduction. The group version provides the same core benefits—consultations, document review, legal letters, and representation—usually at a discounted group rate. For individuals or families, LegalShield offers standalone plans covering the member, spouse, and dependents, with tiered options based on service levels. The provider law firms across U.S. states (and parts of Canada) average about 22 years of experience.
Why It Matters
For employees, LegalShield removes a common barrier—high legal costs—and gives them confidence to address legal issues proactively. Having trusted legal support just a call away helps reduce stress, avoid costly mistakes, and protect their interests. For employers, offering LegalShield via group plans strengthens the voluntary benefits portfolio, making your offerings more competitive. It demonstrates a commitment to holistic employee well-being—legal, financial, and personal. Because group rates are discounted and administrative integration is simpler (via payroll or benefits platforms), employing LegalShield in your benefits package is both practical and meaningful.