Supplementing your medical coverage with Critical Illness insurance may give your employees the financial protection they need…when they need it most.
When a Critical Illness strikes, the financial burden can be difficult to bear. As High Deductible Health Plans (HDHPs) increase in popularity¹, more employees are facing higher out-of-pocket expenses. However, many of those plans include deductibles, coinsurance and copays, which are all out-of- pocket expenses.
Approximately every 34 seconds an American has a coronary event.² If an employee has a heart attack, could they afford to pay someone to do all of the things they usually do, such as house repairs, taking care of their family, getting to and from rehabilitation and doctor appointments?
Critical Illness insurance will help offset the financial burden so the focus can be on getting better.
Designs to Help Support Your Health Insurance Strategy
Are you offering a Health Savings Account (HSA)³ qualified medical plan?
Most Critical Illness plans are HSA compliant. This allows members to receive Critical Illness benefits without disqualifying them from the tax savings associated with contributing to an HSA account. This is very important to our employer groups since 75 percent of employers are expected to offer high-deductible plans coupled with HSAs in the next three years. ¹
(1) Mercer, National Survey of Employer-Sponsored Health Plans, 2014 (through September 1), September 11, 2014.
(2) Circulation, American Heart Association, “Heart Disease and Stroke Statistics—2014 Update,” December 18, 2013.
(3) Health Savings Accounts are described in Section 223 of the Internal Revenue Code.
For more information, contact our Non-Medical Benefits Practice Team:
Tina Santelli, CBC, GBDS
Vice President, Specialty Benefits
Tiffany Brown, GBDS