Give your team a baseline benefit, typically at no cost to them.

• Benefit design: Flat amount (e.g., $25k–$50k) or multiple of salary (e.g., 1×–2×) up to plan maximum.
• Guaranteed Issue: Often available at initial eligibility—no medical questions up to a set limit.
• Age reduction schedule: Benefits may reduce at certain ages (e.g., 65/70). Review your certificate.
• Portability/Convertibility: Options to keep coverage after employment ends; terms vary by carrier.
• Common riders: Accelerated death benefit and waiver of premium (subject to eligibility).

Let employees tailor coverage for their families and life stage.

• Employee choice: Elect coverage in increments up to plan maximums.
• Evidence of Insurability (EOI): May be required above Guaranteed Issue or for late entrants.
• Dependent Life: Optional spouse and child coverage available with plan limits.
• Portability/Convertibility: Keep some or all coverage when employment ends (rules apply).
• Rates: Typically age-banded and deducted via payroll; review annual age changes.

Pairs well with Basic or Voluntary Life for added protection.

• Benefit structure: Lump sum for accidental death; scheduled benefits for losses (e.g., limb, sight).
• How it’s offered: Often mirrors Basic Life amount or elected separately by employees.
• Enhancements: May include seatbelt/airbag, common carrier, paralysis benefits—carrier-specific.
• Exclusions: Occupational and activity exclusions may apply—check the certificate.
• Funding: Employer-paid, voluntary, or both depending on plan design.