Voluntary employee benefits
You set the budget. Your team picks the coverage.
Think of it as a digital allowance. You set a fixed monthly budget, and your team spends it on the cover they actually need.
If they want more, they top it up themselves with pre-tax dollars. Under a Section 125 plan that lowers their taxable income — and drops your FICA match along with it. Dental, accident, critical illness, cancer, hospital, disability, and term life, all portable: the employee owns the policy and keeps it if they leave. Work through the four steps to see what you owe and what each side saves.
Everything below is priced against this number.
What you offer
your callChoosing now is what lets us lock a guaranteed price for your employees. Rates are quoted against the plans and headcount you select here.
All of these are portable. The employee owns the policy and takes it with them when they leave.
Unused allowance isn't spent. You only fund what people actually enrol in.
What an employee chooses
their callYour total obligation
if everyone picks the sameAnnual tax savings
both sidesHow this is calculated
You save
They save
What each rate buys
Every premium above is employee-only, from the 2026 guidance rate book. Voluntary cover is priced by age, so each figure is a blend across the carrier's age bands — an individual quote will land somewhere inside the range shown.
These rates are a starting point, not a quote. Because each one is an age blend, an individual employee's premium will be higher or lower — see the ranges above. Real pricing depends on carrier, age, state, tobacco use, and plan design. Tax figures assume a Section 125 premium-only plan and the marginal rate shown; disability and life premiums are shown as after-tax so benefits stay tax-free. Not tax advice. Voluntary products pay a fixed cash benefit and are not a substitute for major medical insurance.