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Ziv Ohel - Chubb/Combined Insurance, Cleveland, OH (2026)

I help employers of all sizes and individuals explore affordable options for voluntary benefits, including Life, Disability, Critical Illness, Hospital, and Accident coverage.

09/23/2026

Educational information: A holistic benefits approach to voluntary benefits

My experience is in Life, Disability, Critical Illness, Hospitalization, and Accident products for employers of all sizes and individuals. We are the leading provider in the U.S. since 1922, and at little or no additional cost to your business, I help protect your employees, education partner to help educate your employees on their benefit program, and our voluntary benefits can fill gaps.

Employers are leveraging voluntary benefits to build out more holistic and competitive packages. The added options enable employees to make optimal choices for their families and finances. For instance, an employee may opt for a less expensive health insurance plan with a higher deductible and then also enroll in hospital indemnity insurance, which pays a daily benefit for a covered hospital stay. Likewise, employees with a family history of specific health conditions — such as cancer, stroke or heart attack — may enroll in critical illness insurance to help fund out-of-pocket costs.

It’s important to note that coverages such as hospital indemnity, critical illness and accident insurance are limited benefit policies. They are not health insurance and do not satisfy the requirement of minimum essential coverage under the Affordable Care Act. These benefits can offer employees more coverage options. But the reasons for providing these benefits go far beyond providing options for customization of a benefits package.

Benefits that yield returns

If employers utilize voluntary benefits for all the above reasons, then the next logical question is: Do they work? The answer is yes. There are several studies that show voluntary benefits have a positive impact on employees — and provide returns for employers as well.

Within a competitive job market, benefit options that offer increased protection can help improve employee satisfaction. Employers report that they rely on voluntary benefits to help attract and retain employees. In fact, 31% of employers report using voluntary benefits to support employee recruitment and retention.

Research reveals that 56% of employed Americans are more likely to stay with their current employer if offered access to voluntary benefit offerings like critical illness, hospital indemnity, disability income, accident insurance, etc. 6 in 10 employees say their benefits packages make them more inclined to stay with their current employers — with older workers in particularly likely to cite benefits as a reason for staying.8 In addition, employees say benefits are the No. 2 reason for switching jobs after better pay.

Please message me if you want information that can help you

09/09/2026

Educational information: Voluntary Benefits 101: How they can benefit employers and employees.

My experience is in Life, Disability, Critical Illness, Hospitalization, and Accident products for employers of all sizes and individuals. We are the leading provider in the U.S. since 1922, and at little or no additional cost to your business, I help protect your employees, education partner to help educate your employees on their benefit program, and our voluntary benefits can fill gaps.

Today’s multi-generational workforce has unique needs and goals, and employers are recognizing the power of voluntary benefits to help them personalize benefit packages for a diverse employee population. For example:

Generation Z is in search of benefits that address mental health concerns and help them manage work-related stress

Millennials are looking for assistance with student loan debt to help enhance their overall financial wellness

Generation X requires flexible benefits to help them juggle family responsibilities, including child and elder care

Baby Boomers are interested in advice and guidance to help them optimize their financial stability to and through retirement

The rise in interest is understandable. Voluntary benefits can help employers provide their workforce with additional benefit options. In turn, these benefits can then help employees minimize the financial impact of specifically covered events such as an illness or hospitalization. But even as the trend toward voluntary benefits grows, employers and employees alike still question what these benefits are and how they work.

What are voluntary benefits?

Recent research has found 65% of workers are more likely to stay with their current employer if offered benefits that cover mental health services and support.

Employers use voluntary benefits to supplement their employee benefits package. As their name suggests, they are not part of the standard benefits provided but instead optional for employees. Voluntary benefits encompass a wide range of areas, from financial to mental health to personal benefits to identity security.

Unlike health insurance or retirement plans, voluntary benefits allow employers to increase their benefit offerings without a lot of extra costs to them. Both employers and employees may even share the cost of voluntary benefits. Employees can elect the benefits that serve them and based on what the employer offers, may pay part, or all, of the premium.

For employers, the expenses can vary based on what they offer and how they offer it. For some voluntary benefits, they may pay administrative fees and incur minor ancillary costs, such as time spent by HR staff to communicate and educate employees about the offering. The bottom line is voluntary benefits enable employees to customize their benefits package and supplement a company’s standard offering with specific additions they feel they want and need.

Please message me if you want information that can help you

08/26/2026

Educational information: Why employers should offer voluntary benefits

My experience is in Life, Disability, Critical Illness, Hospitalization, and Accident products for employers of all sizes and individuals. We are the leading provider in the U.S. since 1922, and at little or no additional cost to your business, I help protect your employees, education partner to help educate your employees on their benefit program, and our voluntary benefits can fill gaps.

Each generation values different benefits, so employers should offer voluntary options to learn what matters most to their employees.

Boomers: As they near retirement, Boomers focus on strong health coverage, retirement planning support, and wellness benefits. They also appreciate workplace flexibility as they transition to life after work.

Gen X: Balancing family and work, Gen Xers value flexible work options and benefits that support their caregiving responsibilities. Retirement planning is a priority as they start to think more seriously about the future.

Millennials: Facing financial pressures from student debt and rising living costs, Millennials look for benefits like student loan repayment, childcare support, and financial planning help. Flexible work arrangements and opportunities for career growth are also important.

Gen Z: As they begin their careers, Gen Z focuses on mental health, financial security, and career growth. They value benefits like mental health coverage, tuition reimbursement, and flexible work arrangements.

Why voluntary benefits are important for employers
Voluntary benefits are a great way for employers to stand out. These optional benefits allow employees to enhance their packages, often at a low cost to the employer, and may include critical illness insurance, hospital coverage, or accident insurance.

So, why are voluntary benefits important? They allow employees to customize their coverage. Whether Boomers need comprehensive health coverage or Gen Z seeks mental health support, voluntary benefits offer the flexibility to choose what suits them best. For employers, this flexibility is a win-win!

Offering voluntary benefits is more than just a perk—it’s a strategic advantage. According to our 2025 Employee Health & Benefits Trends report, seventy-seven percent of employees say they’re more likely to work for an employer that offers voluntary benefits, and 60% say these benefits help them feel more secure about their financial future.

Meeting the financial needs of each generation
Every generation faces different financial challenges, and voluntary benefits help meet those needs. Today's workforce seeks benefits that address their specific financial concerns as they navigate various stages of life.

Please message me if you want information that can help you

07/29/2026

My experience is in Life, Disability, Critical Illness, Hospitalization, and Accident products for employers of all sizes and individuals. We are the leading provider in the U.S. since 1922, and at little or no additional cost to your business, I help protect your employees, education partner to help educate your employees on their benefit program, and our voluntary benefits can fill gaps.

Education around voluntary benefits is key to success

Employees are more likely to be satisfied when they have many benefits available and they’re communicated well.

More than 10% of employees are “not sure” whether their employer offers various insurance and non-insurance benefits.

Employees who feel they understand their benefits very or extremely well ranges from 39% to 72%, depending on the product — with least understanding of disability and supplemental health plans.

Employees cite costs or the belief that they “don’t need” the coverage when they don’t enroll in benefits.

Employees turning to their employers for more help

While voluntary benefits may seem like nice-to-haves, they are rapidly becoming must-haves. The COVID-19 crisis revealed how benefits help (or hinder) employees during challenging times. And in the wake of the pandemic, more employees are demanding and expecting their employers to offer more assistance across a range of issues.

Since voluntary benefits are administered by employers, their employees can benefit from group rates or discounted services — providing another layer of protection that can cost less, compared to similar coverage purchased individually. In addition, voluntary benefits like accident, hospital indemnity and critical illness insurance can help offset medical costs not covered by regular health insurance. Roughly 20 million people nearly one in 12 adults owe medical debt totaling around $220 billion.

Hospital indemnity insurance provides a benefit that can help with those out-of-pocket costs when an employee has a covered stay in the hospital. When an insured is diagnosed with a covered illness or condition, a critical illness insurance benefit can also be used for out-of-pocket medical costs, as well as household expenses like rent, utilities or a mortgage.

With U.S. student loan debt topping $1.7 trillion — and an average student loan balance of $37,853 — younger employees may value student loan assistance programs. To help address this concern, employers can set up a Student Loan Repayment Program. One SLRP option enables companies to make direct after-tax contributions to the servicers of their employees’ student loan debt.

The employer is in effect making loan payments on behalf of the employee, but since the money is considered income for the employee, both the employer and employee must pay taxes. This solution helps employees pay down their debt more quickly and, in turn, direct more of their income toward other saving and spending needs.

Please message me if you want information that can help you

06/17/2026

Educational Information: Protection for Individuals and Employers

My insurance experience is in Voluntary Benefits, Supplemental Insurance, Life, Disability, Critical Illness, Hospitalization, and Accident products for employers of all sizes and individuals. We are the leading provider in the U.S. and in 56 countries since 1922, and at little or no additional cost to your business, I help protect your employees, education partner to help educate your employees on their benefit program, and our voluntary benefits can fill gaps.

My industry clients and relationships for over 29 years are in Hospitality, Financial, E-Commerce, Education, Professional Sports Teams, Gaming, Manufacturing, Energy, Telecommunications, Non-Profit, Life Sciences, Retail, & Healthcare.

Employee benefits have always played a critical role in attracting, retaining, and supporting a workforce. But as employee expectations evolve, so too must the benefits employers offer. That’s where voluntary benefits—sometimes called supplemental benefits—come in.

These programs give employees the flexibility to tailor their benefits to their own lives, while allowing employers to strengthen their overall benefits package without taking on the full financial burden.

What Are Voluntary Benefits?

Voluntary benefits are insurance products and perks offered by an employer but paid for—partially or fully—by employees, usually through convenient payroll deductions. Unlike core benefits such as medical insurance or retirement plans, these are optional.

Employees can opt in to coverage that fits their individual circumstances—extra health protection, financial security, or lifestyle-related benefits. Employers gain a more competitive benefits package, while employees get access to coverage at group pricing they may not secure on their own.

Why Employers Should Consider Voluntary Benefits

Pros
Fills gaps in traditional plans: Options like critical illness, accident, and hospital indemnity help with expenses standard health plans may not cover.
Flexibility for a diverse workforce: Different life stages value different protections; voluntary menus let employees choose what matters most.
Attracts and retains talent: Multiple large studies link broader benefits choice with higher satisfaction and intent to stay.
Boosts loyalty and trust: Offering access to financial protection at group rates signals employer care.
Enhances company culture: A thoughtful program supports well-being beyond the workplace.

Cons
Added cost: Even when premiums are employee-paid, employers still invest in administration and communications.
Time commitment: Building a comprehensive program takes research, carrier negotiations, and ongoing HR involvement.
Awareness challenges: Participation lags without clear, repeated communication and guidance during enrollment.

I hope this helps a great deal.

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