Offering long-term care insurance as an employee benefit can be an integral part of your strategy to recruit and retain the best talent, contain costs, and enhance employee productivity. We’ll guide you through the process.
As people continue to live longer, the combination of retirement savings plans and healthcare coverage may no longer be enough to provide certainty and security. Buying or part-funding long-term care insurance could be an effective way for your business to offer a complete employee benefits package that makes the difference when recruiting and retaining staff members.
While health insurance covers medical bills, it leaves all manner of costs for people to face if they suffer degenerative conditions or can no longer cope with everyday activities. Long-term care insurance policies are designed to cover costs for services such as home care, daycare, nursing homes and respite care.
Many of these services aren’t covered by Medicaid, and in any case, that’s usually only available when the person has spent most of his or her assets.
Long-term care insurance plans vary significantly when it comes to what types of care they cover and the trigger process by which they start paying out. Because of this, your business should consider taking expert advice to find a plan that meets your budget while still offering adequate coverage to your employees.
Our experts are ready to help you determine whether or not long-term care insurance is a necessary part of your business’ employee benefits package.