Supplementary health benefits are increasingly in demand as people continue to face unforeseen medical expenses. Benefits such as hospital allowance, critical illness insurance, and accident insurance “top up” a person’s health insurance and help pay for unexpected costs when a person faces a medical condition. or an injury. The availability of supplemental health benefits provides employees with greater financial security, peace of mind, and allows them to build a benefits portfolio that meets their unique needs.
Products and prices
Key question to ask: What additional value do my employees get if I offer more benefits?
Every workforce is different – ages, backgrounds, family needs – and “off the shelf” products aren’t always the best solution. Complementary benefits should enhance your base offerings, giving employees the option of more comprehensive coverage that covers a wide range of major health events. An enhanced benefits package is a powerful tool for recruiting and retaining talent, and it boosts morale when employees feel supported by their employer. Work with a provider partner who can customize and deliver benefits that meet the unique needs of your staff and complement the design of employee medical plans.
Digital implementation and ongoing service
Key question to ask: What digital services do you offer to help manage my plan?
Being able to access and easily manage the benefits in your portfolio is as important a consideration as the design of the plan itself. The right digital management tools and online access to support services make managing your benefits account easier and more efficient. Onboarding, implementation, and ongoing experience should be digital and easy to navigate. However, a modern online experience must be associated with the best people behind it, which should include dedicated representatives who are there to help resolve any issues or concerns and ultimately help make things easier. This also applies to services provided to your employees, including enrollment, decision support and benefits advice.
Key question to ask: Is it easy for employees to submit claims and access their benefits?
For employees who find themselves filing a claim, you want a benefits partner that makes it easy and makes payments fast. The process should be simple, with easy-to-use self-service tools and fast turnaround times, initiating all coverage with one quote. The smoother the process, the more the employee can focus on recovery. Automatic notifications and automatic payments also help ensure that employees maintain the financial stability they need while coping with their medical conditions.
Technology integrations and partnerships
Key question to ask: Are your benefits compatible with my current technology?
As technology is adopted by HR teams, look for benefits providers who can configure their products on the platforms you use. Work with a vendor that has extensive experience with your technology partners to create the integrations that make benefits administration easier for you and more engaging for your employees. Strong vendor partners will have an extensive network of technology partnerships, so they can grow with your changing needs, and not only make things easier now, but continue to improve the experience in the future.
Read more: Why supplemental health is essential for employee benefit plans
Key question to ask: How are you helping me engage my employees during enrollment season?
Registration is where your employees can first learn about all the benefits and programs you offer. The best benefits providers offer digital enrollment solutions, benefits advice, and even data-driven decision support that can improve the learning and enrollment experience. Consider a provider that also helps facilitate employee communications, so that employees are informed and informed about both the enrollment process and the benefits available to them.
The need for additional health benefits will continue to grow as people want more help with unexpected health care costs. It’s no longer a question of whether you should offer, but who you should work with to make sure these benefits do what they’re designed to do: provide greater financial security and help people live healthier lives.
David Healy is responsible for Sun Life’s U.S. employee group benefits business, which includes major life insurance, disability, absence management, extended health, dental insurance and vision insurance. He also leads the FullScopeRMS activity. David is passionate about digital innovation and has led the modernization of group benefits capabilities through advancements in digital technology and services including Maxwell Health, a digital benefits administration solution, Sun Life Partner Connectivity Link and new distribution, employers and digital member services. solutions.