A look at the coverage gap this benefit closes, what it does for retention, and what makes the coverage itself stand apart.
Your employees already sense this risk. Very few employers have stepped in to help close it. Here's what the data shows.
A gap this wide doesn't stay invisible on a balance sheet. Employees carrying unaddressed long-term care risk for themselves or a spouse tend to show up in the numbers your business already tracks — more unplanned absences, more stress-related turnover, and less bandwidth for the work in front of them. Closing even part of that gap, and helping employees protect the assets and retirement they've worked to build, is one of the more direct ways a benefits package can affect retention.
of workers recognize they will likely need long-term care services as they age.
of benefits-eligible employees are actually offered long-term care insurance by their employer.
of employees are enrolled, even at the companies that do offer this benefit.
Source: Employee Benefit Research Institute (EBRI), Employee Perspectives on Long-Term Care, 2025
Group long-term care insurance closes the gap you just saw in the numbers above. Offering it puts your company ahead of the vast majority of employers who still leave this risk unaddressed. Your employees are not exempt from this risk to themselves or a spouse, and for many, the underlying worry isn't abstract. It's a real question of how they would pay for care if it were ever needed, and what that cost would mean for the assets and retirement they've worked to build. A gap like this shows up in your business as stress, absenteeism, and turnover, the same costs that appear whenever a major life risk goes unaddressed for too long.
Organizations with a people-first culture recognize that end-stage care is a significant concern for their employees. Employer-funded long-term care insurance is an economical, highly valued incentive that can be a differentiator in attracting and retaining talent. Employee-funded coverage meets a significant family need with affordable payroll deductions, which matters most to the candidates already weighing multiple offers.
Group rates are typically lower than individual coverage. It is a rare benefit that carries real perceived value without adding meaningful overhead for your HR team — most of the administrative lift is handled for you, start to finish.
A few advantages that make group long-term care insurance stand apart from a stand-alone individual policy.
Long-term care and a life insurance benefit in one plan, so unused care dollars still pass on as a death benefit — nothing is forfeited if the coverage is never needed.
Group rates are typically lower than individual coverage, built to fit real employee paychecks without requiring a large payroll deduction to see meaningful protection.
Spouses can opt in during the enrollment window, extending protection to a spouse who would otherwise be exposed to the same risk.
See the four-step process from census to launch day, plus answers to the questions HR teams ask most before signing off on a group quote.
See How Enrollment WorksA specialist will walk you through your options, help with the census process, and bring back a no-obligation group quote.
Request a Group Quote Or call us directly at (954) 510-5431A look at the coverage gap this benefit closes, what it does for retention, and what makes the coverage itself stand apart.
Your employees already sense this risk. Very few employers have stepped in to help close it. Here's what the data shows.
A gap this wide doesn't stay invisible on a balance sheet. Employees carrying unaddressed long-term care risk for themselves or a spouse tend to show up in the numbers your business already tracks — more unplanned absences, more stress-related turnover, and less bandwidth for the work in front of them. Closing even part of that gap, and helping employees protect the assets and retirement they've worked to build, is one of the more direct ways a benefits package can affect retention.
of workers recognize they will likely need long-term care services as they age.
of benefits-eligible employees are actually offered long-term care insurance by their employer.
of employees are enrolled, even at the companies that do offer this benefit.
Source: Employee Benefit Research Institute (EBRI), Employee Perspectives on Long-Term Care, 2025
Group long-term care insurance closes the gap you just saw in the numbers above. Offering it puts your company ahead of the vast majority of employers who still leave this risk unaddressed. Your employees are not exempt from this risk to themselves or a spouse, and for many, the underlying worry isn't abstract. It's a real question of how they would pay for care if it were ever needed, and what that cost would mean for the assets and retirement they've worked to build. A gap like this shows up in your business as stress, absenteeism, and turnover, the same costs that appear whenever a major life risk goes unaddressed for too long.
Organizations with a people-first culture recognize that end-stage care is a significant concern for their employees. Employer-funded long-term care insurance is an economical, highly valued incentive that can be a differentiator in attracting and retaining talent. Employee-funded coverage meets a significant family need with affordable payroll deductions, which matters most to the candidates already weighing multiple offers.
Group rates are typically lower than individual coverage. It is a rare benefit that carries real perceived value without adding meaningful overhead for your HR team — most of the administrative lift is handled for you, start to finish.
A few advantages that make group long-term care insurance stand apart from a stand-alone individual policy.
Long-term care and a life insurance benefit in one plan, so unused care dollars still pass on as a death benefit — nothing is forfeited if the coverage is never needed.
Group rates are typically lower than individual coverage, built to fit real employee paychecks without requiring a large payroll deduction to see meaningful protection.
Spouses can opt in during the enrollment window, extending protection to a spouse who would otherwise be exposed to the same risk.
See the four-step process from census to launch day, plus answers to the questions HR teams ask most before signing off on a group quote.
See How Enrollment WorksA specialist will walk you through your options, help with the census process, and bring back a no-obligation group quote.
Request a Group Quote Or call us directly at (954) 510-5431