Conditions that no one achieves on their own
With enough volume, the removal of waiting periods and admission without a health questionnaire can be negotiated, something an individual policy does not offer.
Businesses
Group health insurance for companies
Private healthcare for staff and their families, on terms negotiated for the group. The premium is a deductible expense for the company and, for each employee, is exempt from personal income tax up to €500 a year per insured person.
Definition
What is group health insurance
Group health insurance is a policy that a company takes out for its staff, and often for their families too, on terms negotiated for the group. The premium is a deductible expense for the company and is exempt from personal income tax (IRPF) up to €500 a year per insured person (€1,500 in the case of disability), including spouse and children.
It can be funded by the company as an employee benefit or paid by the employees themselves through flexible remuneration; either way, the negotiation of the provider network, waiting periods and pre-existing conditions is the same.
Advantages
Advantages of group health insurance
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.
Tax advantage for company and employee
The premium is a deductible expense for Corporation Tax and, for the employee, is exempt from personal income tax up to €500 a year per insured person, including when it is paid through flexible remuneration.
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 into the employee benefits plan and flexible remuneration, managed with Aporta
The JORI method
How we work
Our specialists' experience turns every risk into knowledge, and that knowledge into a solution designed for your business.
Risk analysis
Every company faces a unique situation. We analyse each company's specific risks to detect vulnerabilities, assess security measures and propose improvements that strengthen the protection of its business.
Programme design
All our programmes are designed to integrate every cover needed and to bring peace of mind to the companies that trust us.
Selection across the insurance market
We carefully select insurers and design exclusive insurance programmes, adapted to each company's particular circumstances, with a fully tailor-made approach.
Specialised claims management
Claims are the most vulnerable moment for a business. That is why it is so important to have specialists who provide support throughout the process.
Six generations and more than 130 years devoted to insurance.
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.
Contact
Let's talk about protecting your business
Insights
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