Top 5 considerations to choose the best partner for supplemental health benefits

Supplemental health benefits have become more in demand as people continue to face unexpected out-of-pocket medical costs. Benefits like hospital indemnity, critical illness and accident insurance “supplement” a person’s health insurance and help pay for unexpected costs when someone faces a health event or injury. The availability of supplemental health benefits gives employees more financial security, peace of mind, and it allows them to build a benefits portfolio that meets their unique needs.

Products and pricing

Key question to ask: What extra value are my employees getting if I offer more benefits?

Every workforce is different – ages, backgrounds, family needs – and “off the shelf” products are not always the best solution. Supplemental benefits should enhance your core offerings, giving employees the option of more comprehensive coverage that covers a broad range of major health events. An enhanced benefits package is a powerful tool for talent recruitment and retention, and it builds morale when employees feel supported by their employer. Work with a provider partner that can customize and offer benefits that meet the unique needs of your workforce and complement the design of employees’ medical plans.

Digital implementation and on-going service

Key question to ask: What digital services do you offer that make it easier to administer my plan?

Being able to access and easily administer the benefits in your portfolio is as important a consideration as the plan design itself. The right digital management tools and online access to support services make managing your benefits account easier and more efficient. The onboarding, implementation and ongoing experience should be digital and easy to navigate. However, a modern online experience needs to be matched with the best people behind it, which should include dedicated representatives who are there to assist with any issues or concerns, and ultimately, help make it easier to get things done. This also applies to the services your employees are provided as well, including enrollment, decision support, and benefits counseling.

Claims support

Key question to ask: How easy is it for employees to submit claims and access their benefits?

For employees who find themselves filing a claim, you want a benefits partner that makes it easy to do so and makes payments quickly. The process should be simple, with easy-to-use self-service tools and fast turnaround times, initiating all coverages with a single submission. The smoother the process, the more the employee can focus on recovering. Auto-notifications and auto-payments also help ensure employees retain the financial stability they need while dealing with their medical condition.

Technology integrations and partnerships

Key question to ask: Are your benefits compatible with my current technology?

As more technology is adopted by HR teams, look for benefits providers who can set their products up on the platforms you use. Work with a provider that has extensive experience with your technology partners to create the integrations that make benefits administration easier for you, and more engaging for your employees. Strong provider partners will have a broad network of technology partnerships, so that they can evolve with your changing needs, and not only make it easy now, but continue to improve the experience in the future.

Read more: Why supplemental health is essential for benefits plans

Enrollment capabilities

Key question to ask: How do you help me engage my employees during enrollment season?

Enrollment is where your employees can first learn of all the benefits and programs you are providing. The best benefits providers offer digital enrollment solutions, benefits counseling, even data-driven decision support that can enhance the learning and enrollment experience. Consider a provider that also helps facilitate employee communications, so that employees are aware of and educated about both the enrollment process and the benefits available to them.

The need for supplemental health benefits is going to continue to grow as people want more help with unexpected health care costs. It is no longer a question of if you should offer, but who you should work with to make sure these benefits do what they are designed to: provide greater financial security and help people live healthier lives.

David Healy is responsible for Sun Life’s U.S. employee Group Benefits business, which includes leading Life, Disability, Absence Management, Supplemental Health, Dental and Vision benefits. He also leads the FullScopeRMS business. David has a passion for digital innovation and has led the modernization of Group Benefits capabilities through advancements in technology and digital services, including Maxwell Health, a digital benefits administration solution, Sun Life Link partner connectivity, and new distribution, employer, and member service digital solutions.