How to personalise your group health insurance policy?

Every workforce is unique, and so are their healthcare needs. A group health insurance policy is a great way to provide employees with financial protection, but a one-size-fits-all approach doesn’t always work. Employers today are moving towards personalising group insurance offerings to better suit the individual needs of their employees.

Personalising group health coverage means offering flexibility, inclusivity and a sense of security to your team. But how can you tailor a policy while maintaining cost-effectiveness and simplicity? Let’s explore.

What is the need for a personalised group health insurance policy?

Today’s workforce is more diverse. Offering a standard health policy might not adequately meet everyone’s needs. Here’s why personalisation matters:

• Different life stages, different needs: A 25-year-old single employee will have very different requirements than a 45-year-old with a family of four.
• Healthcare preferences vary: Some might prefer allopathic treatment, while others lean towards alternative therapies.
• Motivation and retention: Employees feel more valued when policies are designed keeping their healthcare requirements in mind.
• Improved health outcomes: When employees have access to the right kind of healthcare, absenteeism drops, and productivity improves.

Moreover, customising a group health insurance policy helps reduce out-of-pocket expenses for employees while maximising the value of the benefits.

How to personalise group mediclaim insurance for your workforce?

Here are practical ways to personalise your organisation’s group medical insurance policy:

1. Offer flexible sum insured options

Not all employees require the same level of coverage. Offering multiple sum insured options lets them choose based on their family structure and health requirements.

• Provide tiers like ₹2 lakh, ₹5 lakh, or ₹10 lakh coverage
• Employees with dependents may opt for higher coverage

2. Allow voluntary top-ups

Let employees enhance their cover through voluntary top-up options at their own cost. This:

• Gives them the flexibility to choose higher coverage
• Helps those with existing health conditions or ageing parents

3. Add parental and family coverage

Many policies cover employees, spouses, and children. But to be truly inclusive:

• Offer parental coverage as an optional add-on
• Include same-sex partners or live-in partners where possible

4. Include alternative treatment options

Make sure the policies include AYUSH (Ayurveda, Yoga, Unani, Siddha, and Homoeopathy) treatment. This is especially useful for employees who prefer traditional therapies.

5. Maternity and newborn benefits

For employees in their family-building years:

• Include maternity coverage with reasonable sub-limits
• Cover newborns from day one

7. Mental health and wellness support

With rising stress levels in the workplace:

• Add mental health counselling and therapy sessions
• Include wellness programmes like yoga, fitness reimbursements, or stress management workshops

8. Teleconsultation and digital benefits

Modern employees appreciate the convenience. Consider:

• Online doctor consultations
• Cashless OPD benefits
• Health monitoring apps linked to the policy

9. Create employee benefit portals

Allow employees to view, choose, and customise their insurance benefits from a digital portal.

• Helps them understand their policy better
• Encourages participation in wellness activities

10. Provide critical illness and accident covers

Add-on benefits like:

• Personal accident insurance
• Critical illness riders for conditions like cancer or stroke

This makes your group insurance more robust and future-ready.

How to communicate the benefits of group health insurance to your employees?

Customising a policy is only half the job done. The other half lies in ensuring that your employees understand and utilise it. Here's how to effectively communicate these benefits:

1. Start with on-boarding sessions

When a new employee joins:

• Conduct health insurance briefing sessions.
• Use simple terms to explain inclusions, exclusions, and the claim process.

2. Use visual and interactive formats

Avoid lengthy emails or documents. Instead:

• Share short explainer videos.
• Use infographics and FAQs to break down policy details.

3. Appoint a helpdesk

Designate a point of contact to handle queries. This can:

• Increase awareness and reduce confusion.
• Encourage timely use of benefits.

4. Send timely reminders

During the claim time or renewal period:

• Send email or SMS alerts.
• Inform about documents needed and timelines.

5. Host health and wellness days

Engage employees through:

• Free health check-ups.
• Doctor talks, nutritionist consultations, and fitness events.

6. Build an FAQ and knowledge base

A self-service model is always helpful:

• Create an internal portal with all policy details.
• Update regularly to reflect any changes or updates.

Conclusion

A personalised group health insurance policy can be a strong pillar of your employee benefits programme. It demonstrates that you care about your employees’ unique health needs, fosters trust, and enhances retention. With thoughtful design and clear communication, your company can create a meaningful impact on employee well-being.

FAQ

1. Can I personalise a group health insurance policy for a small team?

Many insurers allow customisation even for small teams, though the extent may vary. Basic options, such as sum insured and voluntary top-ups, are almost always available.

2. What is typically included in a group health insurance policy?

Usually, it covers hospitalisation, pre-and-post-hospitalisation expenses, maternity, daycare treatments, and specific pre-existing diseases. You can enhance it with critical illness, wellness benefits, and mental health coverage.

3. Is parental cover compulsory in group mediclaim insurance?

Not always. However, many employers now include it as an optional benefit that employees can opt for by paying a higher premium.

4. How can employees know what’s covered in their policy?

Through onboarding sessions, FAQs, insurance portals, and designated helpdesks. Communication is key to ensuring they fully utilise their benefits.

5. What if employees want more coverage than what’s offered?

They can often opt for voluntary top-ups or purchase independent policies in addition to the group policy.

Disclaimer: The information provided in this blog is for educational and informational purposes only. It is advised to verify the currency and relevance of the data and information before taking any major steps. Please read the sales brochure / policy wordings carefully for detailed information about on risk factors, terms, conditions and exclusions. ICICI Lombard is not liable for any inaccuracies or consequences resulting from the use of this outdated information.