Employee Benefits · Voluntary Benefits

Added Protection. They Pay.

They love it.

When employees choose their own coverage, satisfaction follows. Voluntary benefits offer real value at group rates — and the freedom to make it personal. From supplemental health to life and disability, there’s something for every stage of life and every budget.

Schedule a Consultation
Why Voluntary Benefits?

Serving employers in PA, NJ, NY, DE, MD & nationwide.

Why it works

Zero cost to the employer. Real value for employees.

💰

Employee-paid via payroll deduction. No direct premium cost or renewal exposure to the employer.

🛡️

Fills the gap your medical plan leaves open. HDHP deductibles, lost income, hospital stays — covered.

📋

Group rates employees can’t get on their own. Guaranteed-issue windows, no medical underwriting up to defined limits.

📦

8 coverage categories available. Hospital indemnity, critical illness, accident, disability, life, legal, pet, and financial wellness.

Of Americans Can't Cover a $1K Surprise
0 %
Typical HDHP Family Deductible Exposure
0 K+
ZERO Direct Premium Cost to the employer
$ 0

GAP-Fill
Strategy, Not a Product Catalog

THE STRATEGIC PROBLEM

Core benefits have shifted cost to employees.Voluntary picks off where they leave off.

The last decade of health plan design has been a steady transfer of risk from the employer to the employee. Higher deductibles, coinsurance, out-of-pocket maximums, and narrower networks all reduce employer premium — but they also mean that when an employee actually uses the plan, the financial hit is real. Voluntary benefits exist to absorb that hit.

THE COVERAGE STACK

Where the money actually flows when an employee has a health event.

When something happens — a hospitalization, a cancer diagnosis, an accident, a disability — the medical plan pays providers. But most of the real financial impact on the employee’s household happens outside what the medical plan covers.

Voluntary benefits pay directly to the employee, in cash, on diagnosis or event — not to providers. Rent gets paid. Transportation gets covered. The deductible gets met. The household stays stable.

Medical Plan

Pays providers for a covered service

Covered

Deductible & Coinsurance
Employee’s out-of-pocket before/during care

GAP

Lost Income & Time Off

Short-term unpaid or reduced-pay absence

GAP

Household & Travel Costs

Transportation, childcare, lodging, household help

GAP

Voluntary Benefits

Cash-pay coverage that fills the gaps above

FILLS

THE REAL GAPS

Three scenarios that show why voluntary exists.

The strategic case for voluntary isn’t abstract — it’s visible in the actual events employees experience. Here are three scenarios where a typical core-benefits stack leaves real exposure, and the voluntary products designed to fill each gap.

SCENARIO 01 - HOSPITALIZATION

The $8,400 weekend

“Sarah, a project manager, is admitted for three days after an appendectomy. Her HDHP pays $32,000 to the hospital. She pays her $5,000 deductible, plus $600 in coinsurance, misses a week of work at partial short-term disability, and pays $1,800 in household costs her family couldn’t defer. Total out-of-pocket: $8,400 on a plan she thought was “good.”

VOLUNTARY FILLS WITH

Hospital Indemnity + Accident — cash benefits paid directly to the employee on admission, per day of stay, and for specific procedures.

SCENARIO 02 - SERIOUS ILLNESS

The cancer diagnosis

“Marcus, a warehouse supervisor, is diagnosed with early-stage colon cancer. Treatment proceeds through the employer medical plan. Out-of-pocket max is met, but his household burns through savings on travel to the cancer center, partial-pay disability, a spouse cutting hours to provide care, and the copays and specialty Rx that compound. Total household impact: tens of thousands beyond the medical plan.”

VOLUNTARY FILLS WITH

Critical Illness Insurance — a lump-sum cash benefit on diagnosis of covered conditions, paid tax-free to the employee to use however the household needs.

SCENARIO 03 - LONG DISABILITY

The six-month gap

“Lisa, an accountant, develops severe chronic back issues requiring surgery and six months of recovery. The employer’s short-term disability pays 60% of income for 12 weeks. Long-term disability kicks in at month four, but at 50% of base pay — and both are taxable. Her household takes a 30–40% income hit for half a year.”

VOLUNTARY FILLS WITH

Supplemental Disability & Critical Illness — top-up income replacement and a cash lump-sum to bridge the gap between employer-paid disability and actual household cash needs.

THE VOLUNTARY BENEFITS TOOL KIT

Each Product is designed for a specific gap.

Voluntary isn’t one product — it’s a toolkit of coverage types. Each type is engineered to solve a specific category of employee financial exposure. The strategic question isn’t “which voluntary should we offer?” — it’s “which gaps do our employees face, and which products fill them?”

Hospital Indemnity

Fills HDHP deductible & hospital-stay exposure - good for plans with high deductibles.

Cash in hand for hospital admissions, stays, and procedures. Employees spend it their way — bills, lost income, or whatever recovery requires.

Critical Illness Insurance

Fills income & household exposure on serious diagnosis- good for employee population.

Lump-sum cash benefit paid at diagnosis of covered condition.Typically tax-free, the benefit is yours to use however you need, covering the financial gaps your medical plan can't address.

Accident Insurance

Fills ER, injury, and recovery gaps- good for employees with families, active lifestyles, or physical roles.

Pays cash benefits for covered accident-related events — ER visits, fractures, concussions, therapy, and follow-up care — helping offset the out-of-pocket hit when accidents meet high deductibles.

Supplement Disability

Fills the income-replacement shortfall- ideal for professionals whose income exceeds what STD/LTD alone can replace.

Top-up coverage above employer-paid short-term or long-term disability. Can increase benefit level (beyond the typical 60% cap), close the taxable-income gap, or extend duration. Particularly valuable for mid-career professionals whose household is highly dependent on their income.

Voluntary Life & AD&D

Fills the basic-life insufficiency- Fits any workforce — employer-paid basic life rarely covers real household needs.

Employer-paid basic life is typically 1x salary — meaningfully below what most financial planners recommend. Voluntary life lets employees elect additional coverage for themselves, spouses, and dependent children at group rates, often without medical underwriting up to a guaranteed-issue limit.

Legal & ID Theft Protection

Fills life-event & financial-security gaps- Great for employees needing routine legal support — and an easy yes at enrollment.

Prepaid legal plans cover everyday household legal needs — wills, estate documents, real estate, traffic matters, and consumer disputes — at a fraction of standard hourly rates. Bundled ID theft protection adds monitoring, restoration, and financial loss coverage, delivering high perceived value at low member cost.

Pet Insurance

Fills household financial-stress exposure- Employee populations where pet ownership is high; strong participation driver in younger workforces.

Veterinary costs have risen faster than medical inflation for a decade, and major emergencies routinely hit $5K+. Pet insurance — offered through voluntary payroll deduction — is among the fastest-growing voluntary categories because it maps to an exposure employees actually worry about.

Financial Welness & Student Loans

Fills long-term financial exposure- Best for workforces with significant student loan exposure or where financial stress is a documented retention driver.

Coaching, emergency savings matching, debt counseling, and student loan repayment assistance. Less about filling a claim-event gap and more about household financial resilience — particularly valuable for workforces dealing with student debt or high cost-of-living pressure.

WHY IT WORKS FOR BOTH SIDES

The rare benefit category where employer and employee interests align.

Most benefit decisions involve trade-offs — richer plan designs cost more, narrower networks frustrate members. Voluntary benefits are the unusual category where a well-designed program meaningfully helps employees. And, it adds zero direct premium cost to the employer.

→FOR THE EMPLOYER

What voluntary does for you

  • Zero Direct Premium Cost
    Employee-paid through payroll deduction. No impact on the employer's benefit budget, no renewal premium exposure, no fiduciary premium responsibility.
  • Fills the HDHP Trust Gap
    When you raise deductibles to manage plan cost, as a result employees feel exposed. Voluntary re-closes that trust gap without adding to medical premium.
  • Recruiting & Retention Differentiator
    Comprehensive voluntary menus signal a thoughtful benefit program. Employees comparing offers see breadth, not just medical premium numbers.
  • Reduces employee financial stress
    Financial stress is a documented driver of absenteeism, presenteeism, and turnover. Voluntary products reduce the household's exposure to surprise cost events.
  • Potential Payroll Tax Savings
    Many voluntary products (accident, hospital indemnity, critical illness) can be offered pre-tax through a Section 125 plan, reducing the employer's FICA exposure on contributed dollars.
  • Portable for employees
    Most voluntary products are portable if the employee leaves — reducing pressure on the employer to over-provide core benefits that become unportable COBRA costs at separation.

→FOR THE EMPLOYEE

What voluntary does for them

  • Cash Paid Directly to the Household
    Unlike medical benefits that go to providers, voluntary products pay cash to the employee on a triggering event. The money lands where the employee needs it.
  • Group rates without the individual market friction
    Coverage employees would pay significantly more for — or couldn't get at all — on the individual market, accessed at group pricing and often with simplified underwriting.
  • Guaranteed-Issue enrollment windows
    Many voluntary products offer initial-enrollment guaranteed-issue, meaning employees can enroll without medical questionnaires up to defined coverage limits..
  • Payroll-deduction convenience
    Premiums come out of paycheck on a scheduled basis — no billing, no lapse risk, no separate payment cycles to manage.
  • Portable Coverage
    Most products continue if the employee leaves the employer — an individual policy that moves with the member, unlike COBRA-constrained core benefits.
  • Tax-Favored treatment
    Benefits from accident, hospital indemnity, and critical illness products paid on a covered event are typically received tax-free — the cash arrives at 100% usable value.

WHY NOW

Three numbers that explain the urgency.

The strategic gap voluntary fills isn’t theoretical — it’s visible in workforce financial data. These three numbers tell the story of why voluntary has become a core component of thoughtful benefit design.

5K+

TYPICAL HDHP DEDUCTIBLE

Family high-deductible health plans routinely carry $5,000–$8,000 deductibles. Even with HSA funding, the gap between deductible and household cash reserves is real for most employees — and that’s before coinsurance and out-of-pocket maximums kick in.

60%+

CAN'T COVER A 1K SURPRISE

Per Federal Reserve consumer finance surveys, roughly 60% of U.S. adults cannot cover a $1,000 unexpected expense from savings. A routine ER visit with an HDHP deductible creates an instant household cash crisis for the majority of workforces.

$0

EMPLOYER PREMIUM COST

Voluntary benefits are employee-paid through payroll deduction. The employer’s role is strategic design, vendor selection, enrollment support, and payroll administration — not premium funding. Return on employer effort is exceptionally high.

HOW WE BUILD A STRATEGY

From gap analysis to active enrollment.

A voluntary benefits strategy only works if it’s actually engineered around your workforce’s specific gaps, communicated effectively, and supported through enrollment. Here’s how JSBG runs the process

Our Framework

1

Diagnose- Workforce gap analysis

Before any product selection, we analyze your current core benefit stack (medical deductibles, OOP max, disability coverage levels, basic life), your demographic profile, and known cost-stress indicators. Different workforces have different exposure patterns — a young workforce with student debt has different gaps than a mid-career professional group with school-age families. Deliverable: a written gap analysis identifying the specific exposures voluntary should address.

2

Design- Product Selection & Plan Design

Based on the gap analysis, we recommend a curated voluntary menu — typically four to seven products that actually address your workforce's exposures, not a kitchen-sink catalog. Plan design includes coverage levels, elected benefit amounts, guaranteed-issue limits, and coordination with core benefits. In short, less is more — over-cluttered menus destroy participation.

3

Procure- Carrier Selection & Competitive Placement

Voluntary markets are competitive — carrier pricing, underwriting flexibility, claims service quality, and technology vary substantially. We run competitive placements across the major voluntary carriers, evaluate rate stability, underwriting approach (guaranteed issue vs. simplified), and claims experience. Deliverable carrier recommendations with side-by-side terms.

4

Communicate- Enrollment Strategy & Employee Education

Voluntary participation rises or falls on how well the strategy is communicated. We develop enrollment materials that explain why each product exists and when employees would actually use it — not just the brochure features. Live or on-demand enrollment support, decision tools, and simple scenario examples drive participation from passive inattention to thoughtful election.

5

Manage- Annual Review & Portfollio Optimization

Voluntary strategies drift if they're not maintained. Participation patterns, claims experience, new product categories, and carrier market movement all warrant annual review. Products that don't earn participation get dropped or replaced; high-performing categories get expanded. This is the ongoing work that turns a voluntary offering into a strategic asset.

Enroll

WHERE VLOUNTARY WINS OR FAILS

The voluntary strategy is only as good as the enrollment

A well-designed voluntary menu with weak enrollment support is a failed strategy. Employees don’t enroll in products they don’t understand or can’t visualize themselves using. The work of making voluntary actually work for your workforce happens in the weeks before and during open enrollment — in the communications, the decision tools, the 1:1 support, and the clarity of why each product exists.

JSBG manages enrollment as a discipline, not an afterthought. Scenario-based education, dedicated enrollment counselors, clear decision tools, and follow-up for employees who deferred election — these are what turn voluntary from a line item into a strategic asset that actually protects your workforce.

Frequently Asked Questions

VOLUNTARY BENEFITS · FAQs

If voluntary benefits are employee-paid, why does the employer need a strategy?

Because poorly designed voluntary menus fail — and that failure costs the employer in workforce financial stress, poor enrollment outcomes, and a benefit offering that doesn’t help when employees actually need it. The employer decides which carriers are offered, which products are available, how the menu is designed, how enrollment is communicated, and whether the products actually map to workforce needs. A strategic voluntary program produces high participation and real claim-event value; a thrown-together one produces low participation and wasted effort.

What's a good voluntary menu size?

Four to seven products, selected strategically. Over-cluttered menus (10+ products) reduce enrollment across every category because employees disengage from decision overload. Under-built menus (1–2 products) miss the workforce’s actual gap exposure. The right number depends on your workforce profile — a young, tech-heavy employee base has different needs than an older, family-heavy manufacturing workforce.

Do voluntary benefits affect our ERISA obligations?

It depends on the specific product and how it’s structured. Voluntary benefits can be offered as ERISA plans or as “pure voluntary” non-ERISA arrangements. Pure voluntary requires that employee participation be completely voluntary, employer involvement be limited to permitting payroll deduction and remitting premiums, and the employer not endorse the product. When structured properly, pure voluntary can fall under the DOL’s voluntary benefit safe harbor and avoid ERISA plan obligations. We help employers structure voluntary programs appropriately given their specific facts and legal preferences.

What's guaranteed issue and why does it matter?

Many voluntary products offer “guaranteed issue” coverage during initial enrollment — meaning employees can enroll up to defined coverage levels without completing health questionnaires or undergoing medical underwriting. This is a major value proposition, especially for employees with pre-existing conditions who wouldn’t qualify for similar coverage on the individual market. Guaranteed issue windows typically apply at initial product launch, during specified open enrollment windows, and for life events. Missing an initial GI window often means an employee can’t enroll later, or can only do so with full underwriting.

What's a reasonable voluntary participation rate?

It varies substantially by product. Accident and hospital indemnity commonly see 15–35% participation when communicated well. Critical illness is typically 10–25%. Voluntary life often exceeds 40% because most employees know their employer-paid basic life is insufficient. Pet insurance runs 5–15% depending on workforce demographics. The numbers matter less than whether the right employees are enrolled — a 20% participation rate in a product that matters for the right people is a win; 50% participation in a product that doesn’t fit the workforce is noise.

How do voluntary benefits coordinate with HSAs and FSAs?

Several voluntary products — particularly hospital indemnity, accident, and critical illness — are specifically designed to coordinate with high-deductible health plans and HSAs. Benefits paid from these products can be used toward HSA-qualifying medical expenses, effectively creating a backstop to the HDHP deductible without disqualifying the employee’s HSA contributions. Structuring this correctly matters for HSA eligibility — we help employers design voluntary programs that enhance rather than compromise HSA benefits.

Can voluntary premiums be paid pre-tax?

Some products yes, some no. Accident, hospital indemnity, and critical illness premiums can generally be paid pre-tax through a Section 125 cafeteria plan — though there are tax-treatment considerations on the benefit side that the employee should understand. Voluntary life premiums above certain coverage levels trigger imputed income rules. Disability premiums are typically paid post-tax so that benefits received are tax-free. We help employers structure voluntary offerings to optimize tax treatment for both employer and employee.

When should we add or refresh voluntary benefits?

The biggest triggers are major medical plan design changes (particularly increases to deductibles or OOP maximums), workforce profile changes (demographic shifts, significant hiring in a different employee segment), and employee feedback or exit signals that financial protection is a concern. Most employers also benefit from a voluntary menu review every 2–3 years regardless — carrier markets shift, new product categories emerge, and participation patterns reveal what’s working and what isn’t.

NEXT STEP - GAP ANALYSIS

What gaps is your current benefit stack leaving exposed?

A structured review of your core benefit design, workforce demographics, and exposure patterns — with a written gap analysis identifying where voluntary benefits would actually matter for your employees. No sales pitch, no product list, no pressure.

SCHEDULE GAP ANALYSIS