These are some of the most frequently asked questions relating to Group Income Protection. If you have a question, or would like to speak to someone, call us on 0800 145 5684, we’re always happy to help.
You don’t have to cover everybody who works for you, you can choose to cover some members of staff only (Directors only, for example). It's also important to understand the implications of the Equality Act 2010, which prevents employers from discriminating 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.
It depends on your structure. If you wanted to give different job roles different cover you could group your employees into categories and then assign different benefit levels to each category. Directors or senior managers, for example, may be covered for a higher level of income, or have a shorter deferred period than other groups.
In most cases we will cover employees who are based overseas, as long as they have a contract of employment with a UK company covered by this policy.
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 joining the scheme will be subject to the scheme ‘Actively at Work’ criteria.
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 (subject to the policy maximum).
If you take out a ‘unit rated’ policy, you’ll need to tell us about any new joiners or leavers at the scheme anniversary date. If you have a single premium policy, you must let us know immediately about all new joiners or leavers. For either unit rated or single premium policies you need to tell us immediately of any joiners whose benefits are above the free cover limit or who do not meet the normal eligibility conditions.
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 someone’s absence from the work place. 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 period 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.
If the factors used to calculate your premium don’t change, then we can usually guarantee your premium for two years from the start of the policy. Any changes in membership will be allowed for by an end-of-year adjustment premium based on the membership at the end of each policy year.
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.
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0800 145 5684
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