These are some of the more frequently asked questions we hear about Group Income Protection. But because your needs will reflect the individual nature of your business, we're also happy to answer any other queries you may have. Call us on 0845 300 4452. We're happy to help.
You don't have to cover everybody who works for you. You can choose to cover some members of staff – Directors, for example – and not others. However, it is important to ensure that you do not breach aspects of employment or discrimination law by unlawfully favouring certain workers, or groups of workers over others. It is illegal to discriminate against employees, job seekers or trainees on grounds of age. However, you may want to introduce a fixed probationary period for your employees, before they are eligible to receive Group Income Protection cover. Or you may decide to allow entry to your company's scheme at certain points during the year – monthly or annually. The benefit basis and terms must be the same for every individual in different categories if these are applied.
You can select different categories for employees and directors. You can then assign a different benefit basis per category, e.g. providing a higher level of benefit to directors of the company. You could also decide whether to select a fixed benefit or multiple of salary per category covered. The benefit basis and terms must be the same for every individual in different categories if these are applied.
We can consider covering employees who are resident overseas, as long as they have a contract of employment with a UK company covered by this policy. For more information please contact us.
If your employees need to be medically underwritten, we'll either use a medical declaration form, or ask them to take part in a Teleinterview. More evidence may be needed, but employees are usually covered for their full benefit for a period of 90 days, while medical underwriting is being completed, subject to any pre- existing conditions. Anyone wishing to join the scheme will be subject to satisfying the 'Actively at Work' conditions.
Yes. Providing there has been no break in cover, we'll usually allow 'No Worse Terms' to apply. In these cases, employees will switch over automatically and be given the same medical underwriting terms and levels of benefit as they had previously, with no more medical evidence being required (providing this does not exceed our policy limit).
If you have a unit rated policy the only information we will normally require throughout the year is details of members whose cover is above the Free Cover Limit or who are joining the scheme outside of the eligibility conditions. We will require further information on joiners and leavers at the policy anniversary date. For single premium policies, we will require immediate information and details on new joiners and leavers.
Our aim is to make the claims process as easy and straightforward as possible. In the first instance we recommend that you phone us to let us know about the absence. This should happen either within two months of the start of the incapacity or, in the case of a 13-week deferred period, within one month. You'll have a dedicated point of contact throughout, to help you and your employees at what will inevitably be a difficult time for them. Because every case is different, we'll talk them through the most appropriate course of action.
Your employees can make more than one claim as long as they have not exhausted any limited payment term per illness or injury or, if applicable, received a lump sum payment. We will not make any further payments until a further deferred period has been satisfied, unless it is a linked claim. Any limited payment term applies to incapacity from one illness or injury. So where incapacity is from the same cause, we'll combine the periods of incapacity and the total will be limited to the payment term insured.
We will normally guarantee your premium rate for two years from the start of the policy. The actual premium may increase or decrease dependent on membership changes to the scheme.
In most circumstances, Group Income Protection premiums count as a business expense so therefore qualify for corporation tax relief. Under current tax laws, Group Income Protection does not count as a P11D benefit in kind (Please note that tax rules may change).
Talk to us. We're happy to help. Call:
0845 300 4452
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