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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.
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 JORI method
How we work
Risk analysis
We study the activity, assets, and plausible scenarios. Without that diagnosis, comparing policies is comparing prices of different things.
Programme design
We define covers, limits, deductibles, and acceptable exclusions. We decide what is transferred to the insurer and what is consciously retained.
Negotiation with the market
We present the risk to the insurers we work with and negotiate terms. We are independent: we do not belong to any company.
Support and claims
We review the programme at each renewal and, when a claim occurs, we act as your technical representative with the insurer until payment is received.
Frequent doubts
Most frequently asked questions about 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
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