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Group health insurance for companies
Health is a key element in Flexible Remuneration as it does not entail an additional cost for the company while increasing the employee's net monthly salary.
In short
What is group health insurance
A collective health insurance is a policy that the company contracts for its staff and, structured as flexible remuneration, does not entail additional cost for the company and increases the employee's net salary. The premium is a deductible expense and is exempt from IRPF up to €500 annually per insured person (€1,500 in case of disability), including spouse and children.
Advantages
Advantages of group health insurance
A well-designed health group is a compensation tool, not a social expense.
Increase net salary without increasing cost
The policy is deducted from the payroll before taxes, so it costs the workforce significantly less than they would pay on their own. The company improves its compensation package without affecting the wage bill.
Benefit noticed every month
Unlike an annual bonus, the workforce uses the policy several times a year and associates it with the company. It is one of the few social benefits with continuous recall.
Real leverage in recruitment
In competitive technical profiles, having family private health from day one resolves negotiations that wouldn't be settled by increasing the fixed salary.
Reduce avoidable absenteeism
Accessing a specialist in days instead of months shortens processes that, through public means, are prolonged and result in extended leave.
Profile
Who we work for
People management
HR teams that need a tangible benefit to attract and retain talent without increasing the wage bill.
Growing companies
Companies expanding from 20 to 200 employees and needing to replace scattered individual policies with a negotiated collective one.
Financial management
Profiles seeking to optimise the total compensation cost by taking advantage of the available tax exemption.
Committees and legal representation
Organisations with agreements that must implement agreed social improvements with homogeneous guarantees.
Technical criteria
Where value is lost
Most collective health programmes perform below their potential due to design decisions, not price.
Contract by premium and not by medical network
The lowest premium usually comes with a short medical network in the province where the staff lives. The benefit is perceived as poor and the programme loses credibility.
Not taking advantage of the tax exemption
Many companies pay the policy as a benefit in kind without structuring it flexibly, and lose the €500 exemption per insured.
Poorly negotiated waiting periods and pre-existing conditions
In a large group, waiting periods can be eliminated and pre-existing conditions eased. If not negotiated upfront, the standard terms apply.
Enrolments and cancellations without process
Manual management of movements results in employees without cover and billing for people no longer in the company.
Scope
Main covers of group health insurance
- Comprehensive healthcare: primary, specialties, diagnostic tests and hospitalisation
- Options with and without co-payment, and reimbursement option for free choice of doctor
- Voluntary extension to spouse and children with the same negotiated premium
- Mental health, physiotherapy and preventive medicine according to plan design
- Portal for managing enrolments and cancellations and direct employee support
- Integration with the rest of the benefits package: life, accident and savings plans
The definitive scope depends on the wording of each insurer. We review it with you before recommending anything.
The JORI& method
Cómo trabajamos
El mismo método en cualquier solución: entender la exposición real antes de mirar una prima.
Análisis del riesgo
Estudiamos la actividad, el patrimonio y los escenarios plausibles. Sin ese diagnóstico, comparar pólizas es comparar precios de cosas distintas.
Diseño del programa
Definimos coberturas, límites, franquicias y exclusiones aceptables. Decidimos qué se transfiere al asegurador y qué se retiene de forma consciente.
Negociación con el mercado
Presentamos el riesgo a las aseguradoras con las que trabajamos y negociamos condiciones. Somos independientes: no pertenecemos a ninguna compañía.
Acompañamiento y siniestros
Revisamos el programa cada renovación y, cuando ocurre el siniestro, actuamos como tu parte técnica frente al asegurador hasta el cobro.
Frequent doubts
Lo que más nos preguntan sobre group health insurance
How many employees are needed to contract a group?
From three insureds, group conditions already exist, although the real ability to negotiate medical network, waiting periods and premium appears from ten. Below this threshold, we work with company policies under preferential conditions.
How much does the employee save with flexible remuneration?
The employee pays the premium with gross salary instead of net, and, in addition, the first €500 annually are exempt from IRPF. Depending on the marginal rate, the effective saving usually ranges between 25% and 45% of the cost of an equivalent individual policy.
Can the company deduct the premium?
Yes. The premium is a deductible expense in the Corporation Tax. When structured as flexible remuneration with salary sacrifice, the net cost for the company can be zero, in addition to not contributing for the exempt part.
What about pre-existing conditions?
In groups with sufficient volume, admission is negotiated without a questionnaire or with pre-existing conditions covered. It is one of the most valuable negotiation levers and the one most neglected when comparing only by premium.
Does the employee retain the policy if they leave the company?
Usually yes, through individual continuity without new waiting periods and maintaining acquired seniority. It is advisable to agree on this in the policy from the start, as not all insurers offer it by default.
How are monthly enrolments and cancellations managed?
With a single management channel and committed deadlines. We centralise movements with the insurer and reconcile billing, so that payment is not made for people who have already left.
Health & Benefits
The group you can offer without increasing the wage bill
We analyse your workforce, its geographical distribution and your current budget, and present you with a plan design with negotiated premium and optimised tax structure.
- Independent broker: we do not belong to any insurer
- The specialist in the field you consulted answers you
- The review is delivered in writing, policy by policy
Insights
Ver el tema people and workforce What we have written about this
Guía
Collective health: medical network, reimbursement or mixed
The decision that most affects staff satisfaction is not the premium, it is the modality. And it depends on where people live, not where the headquarters is.
6 min de lecturaGuíaFlexible remuneration: how much the employee really earns
The €500 exemption and payment with gross salary are cumulative. The result surprises most financial departments.
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