Helping Employees Access Supplemental Insurance
When it comes to employee benefits, small and mid-sized businesses often face a balancing act between providing meaningful coverage and managing limited budgets. With core health plans taking priority, many employers find themselves unable to offer ancillary options like dental, vision, disability, life insurance, and others.
Yet, these are benefits your employees still want—and in many cases, need. Fortunately, just because your organization doesn’t sponsor these plans doesn’t mean you can’t help employees access them. With a proactive approach and the right resources, HR professionals can serve as trusted guides, connecting their teams to affordable, supplemental coverage options.
Why Supplemental Coverage Matters
Benefits like dental, vision, accident, critical illness, disability, and life insurance are more than just “nice to have.” They fill important gaps that traditional health insurance doesn’t cover and offer protection from unexpected financial strain.
Employees increasingly expect holistic coverage—and not having access to these benefits can negatively affect morale, retention, and productivity.
Common Gaps in Employer-Sponsored Coverage
Even the most well-intentioned employers sometimes can’t offer a full suite of benefits. Common coverage gaps include:
Dental and Vision Insurance
Short-Term and Long-Term Disability Insurance
Life Insurance (beyond basic employer-paid policies)
Accident Insurance
Critical Illness or Hospital Indemnity Insurance
So how can HR leaders support employees in finding these types of benefits when the company doesn’t provide them directly?
1. Partner with a Licensed Insurance Broker or Consultant
One of the most efficient ways to help employees explore supplemental options is to connect with a licensed insurance broker or agency that specializes in individual and voluntary benefits.
What they offer:
Guidance on the best plans available in your state or region
Access to group voluntary benefits with no employer contribution required
Educational sessions or Q&A forums for your employees
Assistance with enrollment, claims, and customer service
Brokers can also provide insight into compliance, contribution strategies, and pre-tax options if you choose to offer a platform for voluntary enrollment.
2. Offer Voluntary Benefits via Payroll Deduction (If Feasible)
If you’re unable to contribute financially, offering voluntary benefits through payroll deduction is a great way to expand your benefits package at no additional cost to your organization.
You can:
Make benefits more accessible by offering group-rate premiums
Provide convenience with automatic payroll deductions
Strengthen your company culture by demonstrating commitment to employee well-being
This approach works well for benefits like dental, vision, accident, life, and disability coverage.
3. Create a Resource Hub for Individual Coverage Options
If payroll deduction or a group plan isn’t feasible, HR can still empower employees by curating a benefits resource hub with vetted information on:
Private dental and vision plans (e.g., from carriers like Delta Dental, VSP, or Guardian)
Disability and life insurance policies available directly from insurers
Critical illness, accident, and hospital indemnity plans through reputable providers
The key is to make sure your team knows where to look and how to evaluate their options—ideally with help from a licensed advisor.
4. Educate Employees on How to Evaluate Plans
Most employees are unfamiliar with how to compare insurance plans—or even what types of coverage they need. HR can fill that knowledge gap by offering:
Lunch-and-learns or webinars on key insurance topics
FAQs and checklists for plan comparisons
Decision-making tools (such as cost calculators or needs assessments)
Providing education not only helps employees make better decisions—it builds trust in your leadership.
Final Thoughts: Guiding Without Sponsoring
You don’t have to offer every benefit directly to support your employees’ financial well-being. Sometimes, being a guide is just as valuable as being a provider. By connecting your team to trusted resources, sharing expert-backed education, and facilitating access to supplemental coverage, you demonstrate that your company truly cares—even when budgets are tight.
Your role in HR isn’t just about administering benefits—it’s about helping employees live healthier, more secure lives. And that starts with access.
