Voluntary coverage your employees choose and pay for through payroll deduction, issued to your business as a group. It is not health insurance and it does not replace your medical plan — it pays cash when something happens, and the employee decides what to do with it.
Worksite benefits are issued to a business, not to a person. A contract requires a minimum of five enrolled employees, and an eligible employee has to be actively at work — seasonal, temporary and part-time staff are not eligible. If you are shopping for yourself rather than for a workforce, this is the wrong section: our individual supplemental coverage is a different product with different rules, and it is linked at the foot of this page.
We publish no benefit detail for these two because we do not hold their current brochures. Naming a benefit we have not read would be a guess, and a guess is what gets a claim denied. Ask and we will get the brochure and the certificate in front of you. Group hospital indemnity has to be sold alongside another product, and group short-term disability needs ten enrolled lives rather than five.
A major medical plan leaves the deductible, the co-insurance and everything that is not a medical bill — the drive to the hospital, the missed shifts, the childcare while a spouse is admitted. Worksite benefits pay a fixed amount directly to the employee when a covered event happens, and that money is not tied to a bill. For a small employer, it is one of the few benefits that can be added without adding to the benefits budget, which is the practical reason most of them get offered at all.
These are voluntary benefits. Employees elect them individually and pay for them by payroll deduction, so the employer can offer the coverage without paying premium for it. What the business does provide is the enrolment — a window in which staff can sign up, and the payroll arrangement to collect the premium. If you would rather contribute toward the premium you can, but nothing here requires it.
A contract needs a minimum of five enrolled lives. Employees must be actively at work at least twenty hours a week and meet whatever age and waiting-period rules you set as the employer; seasonal, temporary and part-time employees are not eligible. Spouses and children can be covered alongside the employee. Issue ages differ by product and are listed on each product page. Associations, unions, PEOs and 1099 arrangements are looked at case by case rather than quoted off a rate card.
Where enough of your eligible staff take part, coverage is issued on a guaranteed-issue basis — no health questions and no medical exam — within limits set in the offer made to your group. Accident coverage is always guaranteed issue. Where a group does not reach the participation level, or an employee enrols outside their open enrolment window, coverage is offered on a simplified-issue basis instead and health questions are asked at that point, by the carrier, on its own application. We do not ask them and this site does not collect them.
If you already offer one of these through another carrier, moving it is a takeover case and needs the carrier's approval before enrolment. Where it is approved, employees who were covered under the previous plan get credit for the time they served toward pre-existing condition and pregnancy waiting periods. Employees who were not covered before, and anyone hired afterwards, start those periods fresh. Bring a census or a current bill from the existing carrier and the conversation goes much faster.
Not for a contract on its own — five enrolled lives is the minimum, and enrolled means actually signed up, not merely eligible. Short-term disability needs ten. It is worth a conversation anyway, because the count includes employees who elect the coverage rather than everyone on the payroll, and small groups often clear it once the enrolment is run properly.
No, and it is important that nobody believes it does. These are limited benefit policies. They are not minimum essential coverage, they do not satisfy any requirement to carry major medical insurance, and they are designed to sit alongside a medical plan rather than in place of one. An employee who drops their medical coverage because they have this has made a serious mistake.
It depends on participation. Where a group qualifies for guaranteed issue, no health questions are asked and there is no medical exam. Where it does not, or where somebody enrols outside their window, the carrier asks health questions on its own application. Either way that happens between the employee and ManhattanLife. No form on this website asks a health question.
That depends on the certificate and the state, and it is a question worth getting a straight answer to before you enrol rather than after somebody resigns. Ask us and we will get it in writing from the carrier for the specific contract you are considering.
Yes. ManhattanLife writes group hospital indemnity and group short-term disability income in the same Advantage Series, and we can quote both. We publish no benefit detail for them here because we do not hold their current brochures, and we do not describe a benefit we have not read. Hospital indemnity has to be sold alongside another product, and short-term disability needs ten enrolled lives rather than five.
No. We are appointed with ManhattanLife and can place their Advantage Series group products. That is the extent of the claim — an appointment is evidence that we can write the business, not that it is the only option you should look at.
Tell us roughly how many employees you have and what you are trying to add. We will tell you straight away whether the group qualifies, before either of us spends any more time on it.