Forward-thinking companies realize that salaries just aren’t enough in today’s tight talent market. Winning the war for talent requires having the right benefit package, which is also key to driving loyalty, fostering productivity and reducing turnover rates.

Gain Budgetary Control

Health insurance is an important part of a benefits package. In fact, it’s the benefit that employees value most when deciding whether to leave or join a company. And while primary health insurance costs are rising, the unique features of supplemental expense reimbursed insurance make it an investment that still gives you budgetary control.

Gain Budgetary Control

Health insurance is an important part of a benefits package. In fact, it’s the benefit that employees value most when deciding whether to leave or join a company. And while primary health insurance costs are rising, the unique features of supplemental expense reimbursed insurance make it an investment that still gives you budgetary control.

Carve Out By Class

Expense reimbursed insurance plans can be carved-out by class to boost benefits for just those difficult-to-recruit-and-retain positions, whether that’s leaders, physicians, nurses, skilled labor or other in-demand roles. This lets employers determine who to cover and how much coverage to offer.

By tailoring benefits to the needs of difficult-to-recruit-and-retain employees, employers can:

  • Differentiate benefits from talent competition
  • Avoid bidding wars (since not just focused on salary)
  • Offer year-long rewards (versus one-and-done bonuses)
  • Gain a tool to incentivize loyalty or production

Carve Out By Class

Expense reimbursed insurance plans can be carved-out by class to boost benefits for just those difficult-to-recruit-and-retain positions, whether that’s leaders, physicians, nurses, skilled labor or other in-demand roles. This lets employers determine who to cover and how much coverage to offer.

By tailoring benefits to the needs of difficult-to-recruit-and-retain employees, employers can:

  • Differentiate benefits from talent competition
  • Avoid bidding wars (since not just focused on salary)
  • Offer year-long rewards (versus one-and-done bonuses)
  • Gain a tool to incentivize loyalty or production