How is this different from ancillary coverage purchased individually?

Group ancillary coverage is arranged through the employer under a group contract, with eligibility, plan design and pricing set for the whole group, and enrollment usually takes place during a set enrollment period. Individual ancillary policies are purchased and owned directly by the policyholder, with underwriting and pricing determined individually.

Do employees need a medical exam to enroll?

Often they do not. Many carriers offer guaranteed issue or simplified enrollment during the initial enrollment period, up to set coverage limits. Requirements vary by carrier, product and group size, and enrolling after that window may require answers to health questions.

Can employees keep coverage if they leave the company?

It depends on the plan. Some group policies include a portability or conversion option that lets a departing employee continue coverage by paying the carrier directly, while others end when employment ends. We confirm these terms before you choose a plan.

Is there a minimum number of participants?

Carriers commonly require a minimum level of participation for a group ancillary plan to be placed and renewed, and the threshold usually differs between employer paid and voluntary plans. We confirm the requirements that apply to your company before any quote is prepared.

Group Ancillary Benefits in NJ and NC

Group Ancillary

Coverage at a glance

Group ancillary benefits are supplemental coverages offered through an employer alongside the core group health plan. They commonly include accident, critical illness, hospital indemnity and cancer insurance, which pay cash benefits directly to the employee when a covered event occurs, as well as short term and long term disability coverage, which replaces a portion of income when an illness or injury keeps an employee from working. These plans provide limited benefits and do not replace comprehensive health insurance.

Unlike an individually purchased policy, a group plan is arranged under a master contract held by the employer. Benefits can be fully employer paid, shared between the business and its employees, or offered on a voluntary basis in which employees pay their own premiums through payroll deduction, so a business can expand its package with little or no added cost. Plan design, eligibility and pricing are set at the group level and vary by carrier and by state.

A physician listening to a patient across her desk

Who it serves

Who it is designed for

Group ancillary benefits are designed for employers of every size who want to strengthen recruiting and retention, give employees choices that fit their own households, and help their teams manage the deductibles and out of pocket costs that higher deductible health plans can bring. Accident coverage often suits physical and hourly workforces, while critical illness, hospital indemnity and disability coverage appeal broadly to employees who want a financial cushion when life is interrupted.

Coverages commonly offered

Hover over or tap a coverage to see what it provides.

Accident
Pays a cash benefit when an employee is injured in a covered accident, on or off the job depending on the plan. Benefits help with the costs a health plan leaves behind.
- Emergency room and urgent care visits
- Fractures, dislocations and burns
- Hospital stays and follow up care
Critical illness
Pays a lump sum when an employee is diagnosed with a covered serious illness. The money can go toward treatment, travel or everyday bills.
- Heart attack and stroke
- Cancer, depending on the plan
- Kidney failure and major organ transplant
Hospital indemnity
Pays a set cash benefit when an employee is admitted to the hospital, regardless of what the health plan pays. It helps soften deductibles and out of pocket costs.
- Hospital admission
- Each day of a covered stay
- Intensive care stays, depending on the plan
Cancer
Pays benefits after a covered cancer diagnosis and throughout treatment. Benefits help with expenses that medical coverage may not fully cover.
- An initial diagnosis benefit
- Chemotherapy and radiation treatment
- Travel and lodging for treatment, depending on the plan
Short term disability
Replaces a portion of an employee's income when a covered illness or injury keeps them from working for a short period. Benefits begin after a brief waiting period.
- A percentage of weekly earnings
- Recovery from surgery or childbirth, depending on the plan
- Works alongside state disability programs where they apply
Long term disability
Replaces a portion of income when a covered illness or injury keeps an employee from working for an extended period. Benefits often begin after short term disability ends.
- A percentage of monthly earnings
- Benefits that can last for years, depending on the plan
- Protection for serious or lasting conditions

The mechanics

How the plan works

Most group ancillary plans are offered during an enrollment period, when eligible employees can elect coverage for themselves and often for a spouse and children. Many carriers offer guaranteed issue or simplified enrollment at that time, which means coverage up to set limits can be issued without a medical exam, and carriers typically require a minimum level of participation before a plan can be placed.

When a covered event occurs, cash benefit plans pay a set amount directly to the employee, regardless of what the health plan pays, and disability plans pay a portion of the employee's earnings for a defined period after a waiting period. Some policies allow employees to keep their coverage if they leave the company while others end with employment, so we review portability, participation rules and contribution options with you, compare carriers side by side and help you plan an enrollment your team understands.

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Common questions

Group ancillary, answered

The employer decides. Benefits can be fully employer paid, shared between the business and its employees, or offered on a voluntary basis in which employees pay their own premiums through payroll deduction, which adds valuable choices at little or no cost to the business.

Prefer to talk it through? Call (973) 524-7188 and we will answer in person.