Supplemental Benefits
Voluntary Options That Fill Gaps and Strengthen Your Benefits Package
Why Supplemental Benefits Matter
Even the best medical plans leave gaps — deductibles, co-pays, out-of-network costs, lost wages, hospital stays.
Supplemental benefits (also called voluntary benefits) can help cover those additional financial risks and provide peace of mind to your employees.
These benefits are flexible: either 100% employee-paid (via payroll deduction), or employer-sponsored, or a hybrid model.
They supplement — not replace — your core medical + HSA / ICHRA offerings.
What Types of Supplemental Benefits Can You Offer?
Here’s a sample of common supplemental options:
- Accident Insurance – Lump-sum payments for covered injuries (ER visits, fractures, ambulance, etc.).
- Critical Illness Insurance – Benefit for major diagnoses like cancer, heart attack, stroke.
- Hospital Indemnity / Hospital Confinement – Helps cover costs of hospital stays and outpatient surgeries.
- Disability Insurance – Income replacement if an employee becomes unable to work due to injury or illness.
- Dental Insurance – Preventive and restorative dental coverage, often with optional vision riders.
- Life Insurance – Financial support to beneficiaries in case of death; some plans build cash value.
Benefits for Employees
| Feature | Value |
| Out-of-Pocket Relief | Financial support when health plans don’t fully cover costs (co-pays, deductibles, travel, lodging). |
| Income Protection | Disability and hospital benefits help replace lost income when employees can’t work. |
| Financial Security | Provides a safety net for large, unexpected medical events. |
| Portability | Many plans stay with employees even if they change jobs or retire (depending on plan terms). |
| Flexible Choices | Employees pick the benefits that matter to them — no one-size-fits-all. |
Benefits for Employers
- Attractive Benefits Package (Without Big Costs)
Because many supplemental benefits are employee-paid, you can enrich your benefits offering without increasing your own cost significantly.
- Talent Attraction & Retention
Employees appreciate having a suite of options — it raises perception of total compensation and shows you care about their protection.
- Benefit Differentiation
Offering voluntary benefits helps your organization stand out, even if you can’t offer the richest core medical plan.
- Simplified Administration
Leading carriers provide enrollment technology, educational support, and streamlined claim processing to reduce administrative burden. Colonial Life+1
- Gaps Coverage Without Replacement
Supplemental benefits complement your ICHRA + HSA / HDHP setup — they don’t conflict or replace them.
How Supplemental Benefits Can Be Offered
Voluntary (100% Employee-Paid)
Employees opt in and pay premiums via payroll deduction. You provide the platform, communication, and enrollment support.
Employer-Sponsored or Cost-Shared
You pay part or all of the premium, or offer a contribution. Still voluntary in nature (employees decide whether to participate).
Bundled with Core Benefits
You can present a “benefits package” that includes both core (medical, HSA) and voluntary (accident, life, etc.) benefits in one streamlined enrollment experience.
Why HE Benefits Advisors for Supplemental Benefits?
- Carrier Network
We’re appointed with leading carriers to provide best-in-class supplemental benefit options. - Tailored Design
We help you select the right mix of benefits that match your workforce demographics and budget goals. - Education & Enrollment
We deliver one-to-one counseling, webinars, and easy-to-understand materials to maximize adoption. - Technology & Compliance
We integrate with your enrollment platforms and ensure all legal and administrative processes follow best practices.
Elevate Your Benefits — Without Blowing Your Budget
Add supplemental options for your employees will value — with little stress for your HR team.