It’s often difficult to maintain the delicate balance between what a business needs to succeed and what employees need to succeed. Small employers face special pressure as they try to control costs while keeping employees motivated and loyal.
Small-business priorities
- Increasing the productivity of employees was cited by 51% of the respondents.
- Controlling the costs related to Health insurance was cited by 47% of the respondents.
- Retaining employees was cited by 43% of the respondents.
The study, performed for AFLAC, also found that each of these issues is linked directly to the financial bottom line of small businesses. While there is no one-size-fits-all solution, adding group-rate, employee-paid voluntary insurance options to existing benefits can help address all three concerns simultaneously.
Controlling health care costs
Health care costs continue to grow faster than general inflation, and many employers have shifted more of the premium burden to workers. Accessing the coverage employees need will likely remain a challenge for small employers for some time.
Many small-business owners are offering more flexible benefit options, such as voluntary insurance policies. These plans are employee-paid and do not require a direct employer contribution; they may also reduce certain payroll tax costs for the employer while expanding benefit choices for workers. For an overview of plan types and how they fit with group coverage, see Understanding Employee Benefits and Health Insurance.
Employee productivity
Employees dealing with health or financial problems are often distracted at work, and those distractions reduce productivity. A single illness or accident can affect a worker’s ability to get care or pay basic expenses, creating a cycle that harms both the employee and the employer.
Measured productivity impacts
- About 58% of small business owners felt their business had suffered a 5%–20% loss of productivity due to employees being concerned with personal issues while at work.
- An additional 32% of owners reported a loss of 20% or more in work productivity.
- Of the employees in the study, 47% admitted they had a financial or health issue affecting their ability to perform their job.
Voluntary insurance plans can provide cash benefits to help cover out-of-pocket medical costs or daily living expenses after an accident or serious illness. These benefits can reduce financial stress for employees and help them stay focused on work. Learn more about employer strategies that combine benefits and wellness initiatives at Voluntary Benefits and Workplace Wellness.
Retaining employees
- About 63% of surveyed small business owners feel their benefit package strongly influences employee loyalty and satisfaction.
- Another 18% said benefits were influential when an employee decided whether to change jobs.
Replacing an employee typically costs a substantial portion of that worker’s annual salary, so frequent turnover is expensive for small firms. Offering voluntary insurance options can make a small business more attractive, show employees they matter, and help smaller employers compete with larger firms for talent.
In a tight economy, voluntary insurance has become a practical way for many small employers to expand benefit offerings without large, ongoing employer contributions. For help choosing and implementing options, talk to an agent.
Frequently Asked Questions
What are voluntary insurance plans?
Voluntary plans are employee-paid policies offered through the employer, such as accident, critical illness, disability, dental, or vision coverage, that provide cash or reimbursements for specific events or services.
Do voluntary plans increase employer costs?
Generally no—voluntary plans are paid for by employees, though employers may incur minimal administrative or payroll processing costs depending on the arrangement.
Can voluntary benefits replace major medical insurance?
No, voluntary benefits are designed to supplement major medical coverage by helping pay out-of-pocket costs and daily expenses related to illness or injury.
How do voluntary plans affect employee retention?
Offering voluntary benefits can make a benefits package more attractive and signal that the employer cares about employee well‑being, which can improve retention and recruitment.