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Voluntary Benefits

Voluntary benefits—whether through Aflac, Colonial Life, TransAmerica, or others—are some of the most misunderstood tools in an employer’s benefits strategy. Too often, they’re sold in isolation, without considering how they complement the rest of a company’s benefits plan. That’s like buying tires without knowing what kind of car you drive.

While traditionally considered “employee-paid” benefits, voluntary plans are becoming part of many employers’ core offerings. And when they’re structured the right way—with the right technology and guidance—they can enhance your health plan, reduce financial risk for employees, and even reduce your group health costs.

Why Use InsurancePickle.com for Voluntary Benefits?

What sets us apart isn’t just our carrier access—it’s our technology. When you work with us, you get:

  • A centralized benefits platform for enrollment and communication
  • Call center and counselor support for your employees
  • Automated integration with your payroll and benefit administration
  • A clearing house that filters out overpriced or untested carriers

Voluntary Benefit Carriers We Represent

  • Aflac – The largest provider of supplemental insurance in the U.S.
  • Allstate – Entered the market with American Heritage Life
  • Assurant – Offers a broad line of voluntary benefits
  • Colonial Life – Invented payroll-deducted voluntary benefits in 1939
  • Combined – A small voluntary benefits player acquired by Chubb
  • TransAmerica – Offers worksite benefits through Aegon
  • Unum – A longtime leader in both group and voluntary markets
  • ...and dozens more

Packaging Matters

A smarter approach is to use voluntary benefits to offset higher deductibles or gaps in your medical coverage. For example, instead of choosing a no-deductible health plan, you could opt for a higher deductible plan and add a hospital/surgical plan that pays a lump sum benefit. That combo typically costs far less—and protects your employees just as well (if not better).

We help companies build voluntary benefit bundles that often include:

  • A hospital/surgical plan that pays per event—not per day
  • An accident plan for injury-related expenses
  • A critical illness policy that covers serious diagnoses

These bundles typically cost $40–$60/month per employee and can be paid by the employee, employer, or split between the two. For companies with fewer than 100 employees, this structure can be a game changer—especially when paired with individual health coverage through the exchange.

Why This Works

When employees qualify for subsidies through the health exchange, employers can “subsidize” their coverage by covering voluntary benefits. The employee gets layered protection, the employer saves money on group health premiums, and everyone wins.

And unlike some brokers who steer you toward plans that pay them the highest commission, we only recommend providers with a proven track record—ones who actually show up when claims are filed. Many new players entered the voluntary space after the Affordable Care Act, but that doesn’t mean they’re built to last. We’ll help you avoid flashy ads and fancy pitches in favor of solid, tested benefits that work.

Ready to build a smarter, more strategic voluntary benefit plan? Check out our Bill Audit program or contact us today. We’ll help you put it all together—tech included.