Mercer Voluntary Benefits | Health & Benefits

Why Voluntary Benefits

Should Be Part of Your

Core Benefits Strategy

Voluntary benefits are a creative way to help you meet more of your company’s and employees’ needs, allowing you to:

Add flexibility: In today’s changing workforce, 70% of millennials and 59% of Gen X employees are looking for more flexible benefits.
Offer student loan assistance: About 86% of millennials say student loan repayment assistance is an important benefit².
Drive employee engagement: One of Mercer’s clients increased employee participation in its consumer-driven health plan (CDHP) by 200% when the company implemented a voluntary benefits program.
Fill gaps and cut costs: Voluntary benefits can help control costs, improve compliance and fill coverage gaps for your employees.

The right voluntary benefits program can help companies save money and help employees fill gaps in their coverage. It all makes for more engaged and satisfied employees.

Up to 200%

Improvement in CDHP participation.

Why Choose Mercer

for Voluntary Benefits?

Companies of all sizes are seeing great results from our leadership in health and benefits consulting:

Innovation and creativity: Our health and benefits experts inspire you to think differently, helping you discover new ways to satisfy your goals and those of your employees. Learn more about why voluntary benefits have become mainstream.
Flexibility: Your workforce is unique. So are the needs of your employees. More companies are turning to Mercer for a customized voluntary benefits strategy that meets the needs of your company, people, and culture.
Full-service solutions: We can manage all aspects of your company’s voluntary benefits offerings including communication, enrollment, administration, and billing.

Learn more

Watch our video about how voluntary benefits can solve today's benefits challenges.

Setting Up a Voluntary Benefits Program That Works

We have designed and coordinated voluntary benefits programs for employers of all sizes and industries. We can do the same for you.

Talk with one of our consultants about how to reward and motivate your workforce with a customized voluntary benefits offering. Your plan can include any of the following:

Supplemental Medical Benefits
Group Insurance & Disability
Executive Benefits
Student Loan Repayment Benefits
Group Purchasing Benefits

90% of middle-income American families aren’t confident they have enough savings to cover family emergencies.³

Encompassing offerings from dental and vision to critical illness, supplemental medical benefits provide important coverage and soften the financial and emotional impacts of a critical illness or unexpected medical event. Supplemental medical benefits may include:

Dental
Vision
Critical Illness
Hospital Indemnity
Accident Insurance

Approximately 62% of Americans have less than $1,000 in their savings accounts.⁴

Group insurance and disability benefits incorporate a wide range of life and disability coverage solutions to offer employees financial protection during times when they and their families need it the most. Companies offer benefits including:

Group Home and Auto
Pet Insurance
Long-Term Care Insurance
Life Insurance
ID Theft Protection
Disability Insurance
Legal Services

50%-90% of key employees could lose their income if they rely solely on group disability.⁵

Highly compensated employees are often unintentionally exposed to risk from group insurance and disability benefits that contain caps or do not include supplemental income such as bonus. Executive benefits can offer an additional layer of protection for this key employee group.

1/3 of US employees admit to missing at least one day of work in the past year due to financial stress.⁶

Millennials have entered the workforce en masse—and with record levels of student loan debt. Loan repayment benefits are quickly going from a nice option to a must-have for employers. In fact, these benefits can play a large role in recruitment and retention efforts.

49% of employees aren’t able to make major purchases of items they need.⁷

Employees gain collective purchasing power for everything from computers to theater tickets when companies offer these benefits with group discount solutions:

Online Discount Program
Employee Purchase Program

Voluntary Benefits Insights

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The Perks That Make Employees Take a Second Look

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Why Offer Voluntary Benefits?

Employers in greater numbers are turning to voluntary benefits as a way to provide more choice.

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_{¹Mercer Inside Employee’s Mind Survey 2016}

_{² 2017 American Student Assistance Young Workers and Student Debt Survey.}

_{³ Middle-Income America's Perspectives on Critical Illness and Financial Security, Washington National Institute for Wellness Solutions, April 2013}

_{⁴ MarketWatch, 2015}

_{⁵ Council for Disability Awareness}

_{⁶ State Street Global Advisors, DC Inventor Survey Biannual Reports, 2015}

_{⁷ Harris Poll and Purchasing Power Survey, 2015}

_{^* Results may vary}

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Boosting Employee Financial Wellness through Voluntary Benefits

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Appreciate How Employees View Benefit Value

What are Voluntary Benefits?

Why Offer Voluntary Benefits?

Voluntary Benefits

Why Voluntary Benefits

Should Be Part of Your

Core Benefits Strategy

Up to 200%

Why Choose Mercer

for Voluntary Benefits?

Learn more

Setting Up a Voluntary Benefits Program That Works

Voluntary Benefits Insights

Fur-ternity Leave?

Boosting Employee Financial Wellness through Voluntary Benefits

Using Tax Savings to Boost Voluntary Benefits Offerings

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Why Voluntary Benefits

Should Be Part of Your

Core Benefits Strategy

Up to 200%

Why Choose Mercer

for Voluntary Benefits?

Learn more

Setting Up a Voluntary Benefits Program That Works

Voluntary Benefits Insights

Appreciate How Employees View Benefit Value

What are Voluntary Benefits?

Why Offer Voluntary Benefits?

Fur-ternity Leave?

Boosting Employee Financial Wellness through Voluntary Benefits

Using Tax Savings to Boost Voluntary Benefits Offerings

Mercer United States

Lines of Business