Empowering HR: Smarter Employee Benefits with Lasting Impact

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Challenges HR Faces in Employee Benefits

Rising Healthcare Costs

Managing escalating medical expenses while maintaining quality coverage.

Attracting & Retaining Talent

Offering competitive and comprehensive benefits to stand out in the job market.

Administrative Burden

Handling complex paperwork, claims, and inquiries consumes valuable HR time.

Regulatory Compliance

Navigating ever-evolving insurance laws and Ministry of Manpower (MOM) requirements.

Low Employee Understanding

Ensuring employees fully grasp their benefits and utilize them effectively.

Lack of Personalisation

Meeting the diverse needs of a multi-generational and multicultural workforce with personalized benefits.

Our Partnership Solution

Expert Guidance

Leveraging seasoned knowledge to design optimal benefits packages.

Cost Containment Strategies

Implementing solutions to manage and control healthcare expenditures.

Enhanced Employee Experience

Making benefits access and utilisation seamless and clear for your workforce.

Technology Integration

Utilising digital platforms for efficient administration and claims processing.

Compliance Assurance

Ensuring your benefits programs meet all necessary regulatory standards.

Complimentary Health Insurance Seminar

For HR Leaders:

  • Strategic Guidance: Supports HR in navigating the complexities of employee healthcare benefits.

  • Industry Expertise: Led by Mr. Andrew, a seasoned expert in employee benefits with actionable insights.

For Employees:

  • Informed Decisions: Helps employees clearly understand their insurance coverage (e.g. Medishield and Group coverage) 

  • Empowered Participation: Builds confidence and encourages smarter benefit utilization.

Foreign Worker Insurance

For HR & Business:

  • MOM Compliance: Ensures full adherence to Ministry of Manpower requirements of $60k inpatient coverage. 

  • Risk Protection: Includes mandatory bond and medical coverage to reduce liability exposure.

  • Cash Flow Efficiency: Avoids large upfront cash deposits, preserving business liquidity.

For Foreign Employees:

  • Critical Coverage: Access to essential healthcare services when needed most.

  • Stability Abroad: Financial and medical support that fosters peace of mind and security for employees. 

Keyperson Insurance

For HR & Business:

is anyone whose skills, reputation, or client connections are crucial to the business, often founders, senior execs, or top technical experts.
A life or critical illness insurance policy that a company buys on the life of a key employee (owner, director, top salesperson, CTO, etc). The company pays the premiums and is the beneficiary.

  • Business Continuity: Minimises disruption when losing critical staff. 

  • Risk Management: Reassures investors, creditors, and partners.

  • Talent Retention: Shows key employees that their role is highly valued

     

    Group Insurance (Medical, Dental & Critical Illness)

    For HR & Business:

    • Enhanced Benefits Offering: Strengthens your ability to attract and retain top talent.

    • Holistic Coverage:  Comprehensive coverage for critical illness, hospital stays, outpatient visits, surgery,  dental care and repatriation.

    For Employees:

    • Complete Care: Covers a full range of health needs, from routine to serious conditions.

    • Reduced Financial Burden: Offers vital support during major health events. Fulfills duty of care for your mobile workforce.

    Work Injury Compensation Insurance

    For HR & Business:

    • Regulatory Protection: Ensures compliance with Singapore’s Work Injury Compensation Act.

    • Financial Risk Control: Mandatory coverage for medical bills and lost wages for workers suffering from work-related injuries.

    • Responsible Employer Branding: Demonstrates proactive care for employee safety.

    For Employees:

    • Security in Recovery: Assures timely support for medical treatment and lost income.

    • Clear Process: Provides a fair, transparent framework for post-injury compensation.

    • Peace of Mind: Employees know they are protected at work.

    Golden Handcuffs

    Golden handcuffs refer to a type of employee retention strategy that involves offering long-term incentives or benefits to key employees to encourage them to stay with the company.
    By offering key employees long-term incentives or benefits, such as stock options, bonuses, or retirement plans, the company can encourage these employees to stay with the company for an extended period.

    For HR & Business:

    • Talent Retention: Staff are incentivised to stay until benefits vest. 

    • Sucession Planning : Retains knowledge and leadership in the business.

    • Enployer Branding: Attractive for recruiting top-tier talent.

    Benefits Optimisation Guide 

    Effective benefits management means tailoring coverage to the individual. This section provides targeted advice for different employee segments to help them maximize their plans, avoid coverage gaps, and integrate employer-provided benefits with personal insurance. Use the toggle to view tips for Expats or Local employees.

    1. Integrate with National Schemes: Always view your company’s Group Hospitalisation & Surgical (GHS) plan in conjunction with your mandatory MediShield Life and any Integrated Shield Plans (ISPs) you hold. This helps identify the true value of your corporate cover.
    2. Consider a Top-Up: If your corporate plan only covers restructured hospitals, consider a personal ISP rider to gain access to private hospitals and specialists for greater choice and comfort.
    3. Bridge Critical Illness Gaps: Group insurance often has limited critical illness coverage. Assess your personal needs and consider a dedicated critical illness rider to protect against loss of income during recovery.
    1. Review Coverage Limits Closely: Healthcare costs in Singapore can be high. Check your employer’s plan limits for hospitalization, surgery, and outpatient care to ensure they are adequate. Don’t assume everything is covered.
    2. Assess Geographic Coverage: If you travel frequently for work or leisure, confirm whether your plan provides international coverage or if you need separate travel insurance. Understand the process for overseas claims.
    3. Check for Dependent & Dental Inclusion: Don’t assume your family is automatically covered. Verify dependent eligibility and coverage levels. Dental and optical benefits are often optional extras, so check if they are included in your plan.

    Step-by-Step Claim Based Process

    This section outlines 1the key administrative processes involved in managing your employee benefits plan. From streamlined claims filing to mandatory incident reporting, understanding this workflow is crucial for HR to ensure smooth operations, cost control, and compliance. Click on each step to see its importance.

    1. Claims & Reporting

    E-Filing: Use digital platforms for faster, more efficient claims processing, reducing HR’s administrative load.

    WICA Reporting: Report work-related injuries/deaths via the MOM portal within 10 days to maintain compliance.

    2. Cashless Access

    Cashless Access to Care

    Letter of Guarantee (LOG): Guarantees hospital payment directly from the insurer, allowing employees to avoid large upfront costs for admission.

    Pre-Authorization: Required for many planned surgeries to confirm coverage and prevent unexpected claim denials.

    3. Cost Control
    Strategic Cost Control

    Preferred Provider Panels: Leverage networks like PRUPanel Connect for cost savings, quality assurance, and streamlined billing.

    Plan Optimization: Regularly review plan design to ensure it meets employee needs without unnecessary costs.

    For all the ways you work, we’re here

    Protect your people, control your costs, and elevate your HR strategy, with expert-backed insurance solutions built for today’s workforce.

     

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