It shows up in overtime, training, slower production, and the cost of getting someone new up to speed. Replacing one employee can cost as much as $45,000.
The bill you already pay
At the same time, many employees cannot cover a $400 surprise. So when a deductible or off-the-job injury hits, the pressure does not stay personal for long. It can turn into a workers’ comp issue, more disruption, and one more reason a good employee starts looking elsewhere.
Replacing one employee can cost as much as this — recruiting, onboarding, training, lost productivity, and management time. GroupLane 2026 analysis.
Many employees cannot cover a surprise this size in cash. Federal Reserve SHED 2024.
Employee-paid. Employer cost optional.
Employees can choose hospital, accident, short-term disability, critical illness, permanent life, dental, and vision coverage. They pay through payroll, and you pay nothing unless you choose to contribute.
ER visits, fractures, ambulance, follow-up care
Best for
Field workers and young families
Cash lump sum on cancer, heart attack, or stroke
Best for
Primary earners protecting household income
Daily cash during a hospital stay
Best for
Employees on high-deductible health plans
A portion of income if they cannot work because of illness or injury
Best for
Households living paycheck to paycheck
Whole life — permanent death benefit plus cash value that builds over time
Best for
Employees starting families or planning ahead
Cleanings, fillings, and major dental work
Best for
Every employee — consistently requested
Exams, frames, lenses, and contacts
Best for
Low premium, high use
What changes for you
The result is practical coverage your people understand and can actually use. Off-the-job claims stay where they belong, and employees have one more reason to stay with the company that trained them.
When someone carries accident coverage and knows how to use it, an off-the-job injury is paid by that plan. It does not have to become a workers’ comp issue.
Coverage they can use holds the people you already paid to train. Walking away now costs them something.
Employees fund the premiums through payroll deduction. Employer contribution is optional. Making the program available does not add a premium line.
Your job after kickoff
You approve the deductions.
Dates that work around your shift schedule — in person, virtual, or hybrid.
We work with your payroll contact on the deduction file. Monthly is most common; 11 pay modes available.
Employee flyers, HR email templates, and supervisor talking points — written and delivered to your team.
We sit one-on-one with every employee. Each person elects or declines in a private session.
Elections go to payroll. Applications go to the carrier. Employees pay per pay period.