Nine in 10 workers say benefits mean just as much as salary.¹ Companies often find themselves scaling back on core benefits or passing cost to employees. Voluntary benefits can give you a better path forward.
Voluntary benefits are a creative way to help you meet more of your company’s and employees’ needs, allowing you to:
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.
Improvement in CDHP participation.
Companies of all sizes are seeing great results from our leadership in health and benefits consulting:
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:
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:
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:
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:
1 Mercer 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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