The Missing Piece in Your
Employee Benefits Package
7 out of 10 people will eventually need long-term care. Regular health insurance does not pay for this. You can now give your team access to this critical protection. Plan options depend on the carrier you choose and can fit different company budgets.
Retirement & Pension Protection for Your Workforce
Core benefit plans miss a massive financial threat. Employees and civil servants spend decades saving for retirement. Yet traditional company health insurance leaves them exposed to massive nursing home or home health bills.
By the time many employees think about long-term care coverage, they may not qualify medically or the cost may be too high. Setting up a plan at work can solve this problem. These programs give your team an easier way to get coverage they might be denied if they applied on their own.
The Caregiving & Productivity Link
Long-term care isn't just about what happens decades from now. Many employees are already helping care for an aging parent or spouse today. That often leads to missed work, added stress, and lower productivity. Some workplace long-term care programs also include caregiving support resources that help families understand their options and find the care they need. It's practical help employees can use now—not just when a claim happens.
How Worksite Plans Benefit Employees
Living Benefits
The plan sends cash directly to the employee. It pays a monthly amount for professional caregivers. Depending on the plan you choose, it can also pay a smaller amount if a family member provides the care.
Extended Care Pools
Long-term care needs can last for years. Many plans include extra features that double or triple the total amount of money available for care, ensuring the employee does not run out of funds during a long illness.
Flexible Options
You can offer this as a voluntary benefit where employees pay 100% of the cost. Or, the company can choose to pay for specific groups of workers. Every carrier has different rules for group sizes and setups.
Keep It If You Leave
Employees own their policies completely. If they retire or move to another job, they can take the plan with them. They keep the exact same locked price they had while working for you.
How the Protection Activates
Workplace plans use standard triggers so employees know exactly when the insurance starts paying.
Money is paid when a doctor confirms an employee needs physical help with at least 2 out of 6 daily tasks. These include basic activities like bathing, eating, or dressing.
The policy also pays out right away if an employee suffers from severe cognitive issues. This includes conditions like Alzheimer's disease or complications from a stroke.
To keep the monthly price affordable for your team, cash payments typically start after a short waiting period of receiving care has been completed.
How the Coverage Value Grows
These examples show how extra plan features can grow a base policy into a much larger pool of money for long-term care.
The 401(k) Nest Egg Drain
Retirement planning that overlooks Long-Term Care leaves employees completely exposed. Professional home care averages $61,776 annually, while nursing facilities exceed $111,325, quickly liquidating decades of personal savings.
Remaining Balance After 28 Months of Care
Calculations based on an age-65 baseline balance starting at $255,151.
Protect Your Team's Hard Work.
Let’s Check Your Options.
Workplace options depend entirely on your group's size and mix of workers. Because every insurance carrier has different rules and price scales, your options are built around your specific team. We just need a simple, confidential list of your employees to run the numbers. We look across multiple insurance carriers to find the plan that works best for your business model.