We help employers enhance their benefits strategy with supplemental solutions that deliver meaningful value to employees while keeping employer costs under control. The result is a more competitive workforce offering, stronger retention, and greater employee appreciation.
Employees increasingly evaluate the total value of their compensation and benefits package when deciding where to work—and whether to stay.
At the same time, employers face rising healthcare costs, growing pressure to remain competitive, and limited budget flexibility. For organizations with 25 to 250 employees, matching the benefits offered by larger employers can feel out of reach.
The result is increased turnover, recruiting challenges, and a growing gap between what employees expect and what employers can afford to provide.
Our supplemental benefits program is designed to help employers enhance their benefits offering without increasing employer benefit costs.
Structured through a Section 125 Cafeteria Plan, the program utilizes pre-tax payroll deductions to provide employees with access to valuable benefits while creating tax advantages for both employees and employers.
Provides predetermined cash benefits for covered medical events, including emergency room visits, ambulance transportation, and hospital admissions.
Connects employees with licensed healthcare providers by phone or video, anytime and from virtually anywhere.
Offers confidential support for mental health, financial concerns, family challenges, and other personal matters.
Programs may include supplemental wellness, financial protection, and lifestyle benefits designed to support employee well-being.
The result is a more competitive benefits package, greater employee value, and improved attraction and retention—without increasing your benefits budget.
Supplemental employee benefits are additional benefits offered alongside an employer’s core benefits package. They can include hospital indemnity insurance, telehealth, employee assistance programs, wellness benefits, and other voluntary benefits that provide employees with additional financial and personal support.
Supplemental health insurance provides additional financial protection alongside a primary health insurance plan. Depending on the plan, it may provide fixed cash benefits for covered events such as hospital stays, emergency room visits, or ambulance services.
Supplemental benefits are designed to complement an employer’s existing benefits package. Employees may have access to additional programs through their employer, with some benefits funded or paid for through payroll deductions. Accelerated helps employers structure supplemental benefits around employee needs while maintaining cost control.
A Section 125 Cafeteria Plan is an employee benefits arrangement that can allow eligible employees to pay for certain benefits with pre-tax dollars. When properly structured, these plans can provide tax advantages for employees and may also reduce certain employer payroll tax costs.
Yes. Supplemental benefits can increase the overall value of an employee benefits package and give employees access to services and financial protection they may value. A stronger benefits offering can help employers compete for talent and support employee retention.
In some situations, yes. Certain supplemental benefit programs can be structured so employees fund the cost through payroll deductions, potentially allowing employers to expand their benefits offering without taking on the full cost of the additional benefits. The specific structure and tax treatment depend on the benefits and plan design.
Supplemental benefits can include group hospital fixed indemnity insurance, 24/7 telehealth, employee assistance programs, wellness programs, financial protection benefits, and other voluntary benefits. The right combination depends on your workforce, existing benefits, and overall objectives.
Accelerated helps employers evaluate and structure supplemental benefit programs designed around their workforce and budget. We assess available options, help coordinate the benefits strategy, and identify solutions that can increase employee value while maintaining cost discipline.
