06/17/2026
Educational Information: Protection for Individuals and Employers
My insurance experience is in Voluntary Benefits, Supplemental Insurance, Life, Disability, Critical Illness, Hospitalization, and Accident products for employers of all sizes and individuals. We are the leading provider in the U.S. and in 56 countries since 1922, and at little or no additional cost to your business, I help protect your employees, education partner to help educate your employees on their benefit program, and our voluntary benefits can fill gaps.
My industry clients and relationships for over 29 years are in Hospitality, Financial, E-Commerce, Education, Professional Sports Teams, Gaming, Manufacturing, Energy, Telecommunications, Non-Profit, Life Sciences, Retail, & Healthcare.
Employee benefits have always played a critical role in attracting, retaining, and supporting a workforce. But as employee expectations evolve, so too must the benefits employers offer. That’s where voluntary benefits—sometimes called supplemental benefits—come in.
These programs give employees the flexibility to tailor their benefits to their own lives, while allowing employers to strengthen their overall benefits package without taking on the full financial burden.
What Are Voluntary Benefits?
Voluntary benefits are insurance products and perks offered by an employer but paid for—partially or fully—by employees, usually through convenient payroll deductions. Unlike core benefits such as medical insurance or retirement plans, these are optional.
Employees can opt in to coverage that fits their individual circumstances—extra health protection, financial security, or lifestyle-related benefits. Employers gain a more competitive benefits package, while employees get access to coverage at group pricing they may not secure on their own.
Why Employers Should Consider Voluntary Benefits
Pros
Fills gaps in traditional plans: Options like critical illness, accident, and hospital indemnity help with expenses standard health plans may not cover.
Flexibility for a diverse workforce: Different life stages value different protections; voluntary menus let employees choose what matters most.
Attracts and retains talent: Multiple large studies link broader benefits choice with higher satisfaction and intent to stay.
Boosts loyalty and trust: Offering access to financial protection at group rates signals employer care.
Enhances company culture: A thoughtful program supports well-being beyond the workplace.
Cons
Added cost: Even when premiums are employee-paid, employers still invest in administration and communications.
Time commitment: Building a comprehensive program takes research, carrier negotiations, and ongoing HR involvement.
Awareness challenges: Participation lags without clear, repeated communication and guidance during enrollment.
I hope this helps a great deal.
