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BENERefreshing

The Missing Piece After Medical Coverage

Most employees today are one accident or diagnosis away from financial hardship. Supplemental health coverages offer meaningful protection – but when offered as voluntary add-ons, participation is low and impact is limited.

What if you could provide financial protection to 100% of your workforce – for far less than you think?

BeneRe 100: Smart Benefits Rebuilt

That’s why smart employers with 100+ employees are rethinking how these coverages are offered and how they’re funded. By providing them to all employees through BeneRe’s proven group captive model, employers can improve protection, unlock transparency, and maximize the value of their benefits investment.

37%

of employers are “Very Likely” to add a new Employer Funded Supplemental Benefit
– 2025 Eastbridge Marketvision Report

Download the brief for more details about this new program.
Download PDF

Why This Matters:

Average out-of-pocket cost after a critical illness – even with health insurance

$7,575

Heart Attack: $14,000
Stroke: $17,000 1

44%

of cancer cases are diagnosed before age 65 3

Out-of-pocket risk is growing: Most Americans don’t have

$1,000

saved for an unexpected medical expense 2

<1%

of employees utilize a Basic Life Insurance Benefit 4

1 Source: Sun Life via AccuQuote
2 Bankrate’s 2025 Annual Emergency Savings Report
3 National Cancer Institute’s Surveillance Epidemiology and End Results (SEER) Database
4 Mortality in the United State: Provisional Data, National Institutes for Health (NIH), 2024

A Strong Case for BeneRe 100

A professional services firm with 250 employees switched from a Preferred Provider Organization (PPO) to a High-Deductible Health Plan (HDHP) and used the savings to provide their employees with enhanced supplemental benefits protection. BeneRe 100 contributed to reduced costs while improving employee coverage. This resulted in a net savings of $362 per employee and total one-year savings of $90,500.

A captive model that puts dollars to work

BeneRe 100 operates on a proven group captive model, collecting premiums, playing claims, and returning unused funds to offset future premiums. Employers benefit from financial transparency, better financially protected employees, without additional spend.

Efficient underwriting. Predictable savings.

We’ve pre-underwritten three coverages into straightforward Bronze, Silver, Gold, and Platinum tiers. No age bands. Just clear, composite rates. Employers choose once – and everyone is covered.

Protect your employees with the market’s most cost-efficient and financially transparent supplemental program.

Frequently Asked Questions

Can an employer use their existing captive to participate in the program?
No. Each participating company will join BeneRe’s group captive. This is necessary to meet regulatory requirements.
Who qualifies for the captive?
Participation in the group captive program is offered to U.S.-based employers with a minimum of 100 benefit eligible employees enrolled.
What if claims run lower than expected in the captive – what happens to the remaining funds?
If claims are lower than expected, the unused portion of the claims fund is returned to participating employers as a premium offset for the following plan year.
What if claims run higher than expected in the captive?
if claims exceed the expected loss ratio, BeneRe absorbs 100% of the downside risk. Employer Members in the captive will not be responsible for excess claims.
What is the expected average premium offset?
Premium offsets are expected in the 10–20% range, which equates to 1–3 months of premium holiday.
What is the timeline for implementation?
For a smooth implementation, employers should allow 30 days to complete.
How is enrollment in the BeneRe 100 Program handled?
Enrollment can be handled either through a census file or by aligning enrollment with the employer’s medical plan participation.
What makes BeneRē different?

By offering better supplemental benefits coverages with lower premiums for employees and full transparency for employers, plus potential year-end dividends on unused premiums to be reinvested in employee benefit programs, BeneRē is changing the way people think about, offer, and access supplemental insurance.

Learn more about the BeneRē Group Captive model.

How can employers offer BeneRe 100 on a cost-neutral basis?

BeneRe 100 can be offered on a cost-neutral basis because the total program cost is generally ~2% of medical spend. Its flexibility allows employers to repurpose existing dollars without increasing budget. Common approaches include:

  • Adjusting contribution strategies
  • Leveraging savings from a PPO-to-HDHP migration
  • Reallocating employer HSA contributions
  • Making targeted medical plan changes (deductibles, coinsurance, Out-of-Pocket Maximums) to repurpose dollars for greater impact
Can an employer offer a base/buy-up setup with BeneRe 100?
Yes. Employers can fund a base level of coverage for all eligible employees and also provide higher tiers of coverage for employees to elect on a voluntary basis.

Better Benefits for 100% of Your Employees

Offering our surprisingly affordable employer-funded supplemental health coverage helps close the gap and strengthens your overall benefits strategy providing greater peace of mind for employees.

  • 100% better benefits
  • 100% coverage for meaningful financial protection   
  • 100% transparency into claims and expenses

Want to learn more?

Contact us today to find out why employers choose BeneRe 100.

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