A Strategic Benefit for Today’s Workforce

Long-term care isn’t just a personal issue it’s becoming a workplace issue.

As employees live longer and care for aging parents (or eventually themselves), long-term care needs can significantly impact:

• Productivity

• Absenteeism

• Financial stress

• Retirement timelines

Offering Group Long-Term Care (LTC) coverage demonstrates leadership, foresight, and commitment to your team’s long-term well-being.

Why Long-Term Care Matters for Employers

Nearly every family will face some form of extended care need whether due to:

• Chronic illness

• Cognitive decline

• Injury

• Aging-related limitations

Without planning, the financial burden often falls on savings, retirement accounts, or family caregivers.

For employers, that can translate into:

• Increased employee distraction

• Financial hardship stress

• Delayed retirements

• Workforce instability

A thoughtfully designed LTC benefit can help mitigate those risks.

What Is Group Long-Term Care Insurance?

Group LTC provides employees access to long-term care coverage often with:

• Simplified underwriting

• Potential cost advantages

• Voluntary payroll deduction options

• Extended coverage to spouses or family members

It can be structured as:

✔ Employer-paid executive coverage
✔ Voluntary employee-paid benefit
✔ Hybrid group programs
✔ Executive carve-out plans

Types of LTC Solutions Available

🔹 The Reality of “Group” Long-Term Care Today

Many employers still believe traditional Group Long-Term Care (LTC) insurance is widely available.

In reality, most (if not all) major carriers exited the true Group LTC market years ago.

Why?

Traditional group LTC pricing was built on the assumption that a broad cross-section of employees would enroll. In practice, enrollment often skewed toward individuals who already anticipated needing care, leading to adverse selection and long-term pricing challenges.

As a result, most carriers discontinued traditional fully underwritten group LTC programs.

What Is Available Today?

Businesses can still offer meaningful long-term care protection through alternative structures. Often with a small minimum enrollment based on company size and various levels of underwriting requirements. It pays to inquire as availability is increasing every year.

🔹 Hybrid Life Insurance with Long-Term Care Riders (Most Common)

Employees apply individually and are medically underwritten.

These policies:

• Combine life insurance with LTC benefits

• Allow access to the death benefit for qualified long-term care expenses

• Provide a guaranteed payout - either for care or to beneficiaries

• Offer predictable premium structures

• Include a cash account with a guaranteed interest rate

• Provide inflation protection

This approach has become the preferred solution for executive and voluntary benefit strategies.

🔹 Hybrid Term Life with LTC Riders

Some programs allow employers to offer term life insurance with an optional LTC rider.

• Individually underwritten

• Portable if the employee leaves

• Can be structured as employer-paid or voluntary

This creates flexibility while maintaining underwriting integrity.

🔹 Individually Underwritten Traditional LTC

In select situations, individual traditional LTC policies may still be appropriate.

These are not true group contracts, but employers can:

• Facilitate access

• Provide payroll deduction

• Offer educational enrollment support

Why This Matters for Employers

Understanding the difference is critical.

Today’s LTC offerings are typically:

• Individually underwritten

• Hybrid-based

• More stable in pricing

• Structured as voluntary or executive carve-out benefits

While they are not “traditional group LTC” contracts, they can still be implemented as part of a thoughtful employee benefits strategy.

The key is setting expectations correctly and designing the right structure.

Strategic Uses for Businesses

Group LTC can be positioned as:

• An executive retention tool

• A supplemental retirement planning benefit

• A voluntary benefit offering

• A solution for business continuity planning

For closely held businesses, LTC planning can also protect ownership transitions and prevent personal care expenses from disrupting long-term business plans.

Why Employers Are Revisiting LTC

The workforce is aging.
Caregiving responsibilities are increasing.
Retirement planning is evolving.

Employers who proactively address long-term care planning position themselves as forward-thinking and employee-focused.

Why Work With an Independent Advisor?

Group LTC design is not one-size-fits-all.

I work with business owners to:

• Evaluate workforce demographics

• Compare carrier options

• Structure voluntary or employer-paid plans

• Align LTC benefits with broader retirement strategy

• Simplify employee communication

The goal is clarity, strategy, and long-term value. Not complexity.

A Simple Implementation Process

1️⃣ Review your workforce structure
2️⃣ Identify executive or employee needs
3️⃣ Compare group LTC solutions
4️⃣ Design a plan aligned with your budget and goals
5️⃣ Implement and educate employees

Strengthen Your Benefits Strategy

Long-term care planning isn’t just about aging it’s about financial preparedness and workforce stability.

If you're reviewing your executive benefits package or exploring voluntary benefits for your employees, let's discuss whether Group Long-Term Care fits your strategy.

👉 Let’s talk. Planning ahead is easier than you think.