Additional Benefits From Your Corporate Medical Insurance

Most employees are aware they have corporate medical insurance provided by their company. And most employees have some idea what is included in this. For example, they know which hospitals and networks are covered, what their co-pay (if anything) is and hopefully who to speak with if they have any issues. 

However, in a lot of cases, particularly with tier 1 medical insurers such as Allianz, Bupa, and Cigna, there are numerous additional benefits included with your corporate medical insurance that employees aren’t always aware of. Benefits can have a significant impact on an employee’s health. So what exactly are these additional benefits?





Telemedicine allows the use of technology to remotely deliver healthcare services. It has numerous benefits for both patients and healthcare providers and is a convenient and cost-effective way to access healthcare. It is important to note that telemedicine is not suitable for all types of healthcare needs, and in some cases, in-person care may still be necessary.

For example, imagine you are a parent at home with a sick child, and it’s 2 a.m. You are home alone with other children, and the child isn’t seriously ill, however, you would like a medical opinion. Telemedicine can allow you to get a medical opinion immediately from the comfort of your own home. Tele Doctors can generally also prescribe medicines, assist with insurance approvals for these, and in some cases even assist with home delivery of these. 

Some of the most significant advantages of telemedicine include:


Improved Access to Care

Telemedicine allows patients to receive medical care from the comfort of their homes or workplaces, without the need to travel long distances to see a healthcare provider. This is particularly beneficial for patients in rural or remote areas, as well as those with mobility issues or transportation challenges.

Increased Convenience

Telemedicine eliminates the need for patients to take time off work or school, arrange childcare, or find transportation to attend in-person appointments. This can make healthcare more accessible and convenient for busy individuals and families.

Cost Savings (to both the employee and the employer)

Telemedicine can be more cost-effective than in-person healthcare, as it eliminates the high cost hospital consultation, reduces the time and cost of missed work, and can often be delivered at a lower cost than in-person care.

Improved Patient Outcomes

Studies have shown that telemedicine can improve patient outcomes by allowing for more frequent monitoring and follow-up care, as well as improved patient engagement and self-management.

Increased Efficiency

Telemedicine can help healthcare providers to see more patients in less time, reduce wait times, and streamline administrative tasks such as scheduling and record-keeping.

Employee Assistance Plans


Employee Assistance Plans


Employee assistance plans, also referred to as EAP plans, are a common inclusion or add-on for many corporate medical insurance plans. So what are they?

An employee assistance plan (EAP) is a workplace benefits programme designed to support the well-being and productivity of employees. EAPs typically provide confidential counseling, referral services, and other resources to help employees deal with a wide range of personal and work-related issues.

EAPs can be beneficial for both employees and employers. For employees, an EAP can offer access to professional support for issues such as stress, anxiety, depression, substance abuse, relationship problems, financial difficulties, and other challenges. By providing employees with these resources, EAPs can help reduce absenteeism, presenteeism, and turnover, as well as improve morale and job satisfaction.

For employers, EAPs can help reduce healthcare costs by addressing issues before they become more serious and costly. EAPs can also improve productivity, reduce workplace accidents and injuries, and enhance employee engagement and retention.

In addition to counseling and referral services, some EAPs also offer training and support for managers and supervisors on how to identify and respond to employee mental health and wellness issues. This can help to create a more supportive and empathetic workplace culture that values the well-being of employees.

Overall, an EAP can be a valuable resource for employees and employers alike, promoting a healthier and more productive workforce while also fostering a positive workplace culture.

Wellness Plans


Wellness Plan


A wellness plan is a comprehensive strategy that promotes health and well-being among employees, and typically includes a variety of components designed to address the physical, mental, and emotional needs of individuals. Safe Hands provides employee wellness plans for corporate organisations, and some insurance brokers, such as Beneple also include wellness within their scope of services. 

A well-designed wellness plan should be tailored to the specific needs and goals of the organization and its employees, but some common components may include:
  1. Health assessments: A wellness plan may begin with a comprehensive health assessment that identifies health risks and provides information on how to manage them.
  2. Fitness programs: A wellness plan may include fitness programs that promote physical activity and healthy lifestyle habits, such as gym memberships, yoga classes, and walking challenges.
  3. Nutrition counselling: A wellness plan may include nutrition counselling to help employees make healthier food choices and develop healthy eating habits.
  4. Stress management: A wellness plan may provide stress management resources, such as mindfulness meditation, yoga classes, and stress reduction techniques.
  5. Mental health support: A wellness plan may offer mental health resources, such as counselling services, mental health awareness training, and employee assistance programs (EAPs).
  6. Smoking cessation: A wellness plan may offer resources and programs to help employees quit smoking, such as nicotine replacement therapy and smoking cessation counselling.
  7. Financial wellness: A wellness plan may provide resources and education on financial wellness topics, such as budgeting, retirement planning, and debt management.
  8. Incentives: A wellness plan may include incentives to encourage employee participation and engagement in wellness activities, such as rewards for meeting health goals or participating in wellness challenges.

Overall, a wellness plan should be designed to promote a culture of health and well-being within an organisation and should be flexible enough to adapt to the changing needs and goals of employees over time. By investing in the health and well-being of their employees, organizations can create a more productive, engaged, and resilient workforce.

What next?

So how do you know if these additional services are included in your corporate medical insurance? Speak with your HR team, insurer, and/or an insurance broker.

If you don’t have these options included, then make sure that your HR team or whoever is responsible for your corporate medical insurance speaks with a reputable broker such as Beneple to see if these benefits can be included.