Offer more value to employees—without adding more work to HR.
Voluntary benefits can expand financial protection for employees while helping strengthen retention and your overall benefits experience.
We handle communication, bilingual 1-on-1 education, enrollment, and ongoing support—so your team isn’t stuck managing another rollout.
Request a Workplace Benefits Assessment
More protection for employees. More value from your benefits package.
Voluntary benefits are exactly that — voluntary. They are workplace insurance options employees can choose based on their individual needs, budget, and family circumstances.
They complement the benefits you may already provide by offering additional financial protection for unexpected events such as an accident, serious illness, hospitalization, disability, or loss of life.
Depending on the benefits and plan structure selected, premiums may be employee-paid through payroll deduction, allowing businesses to expand their benefits offering with little to no direct employer contribution.
of workers say their benefits make them more inclined to stay with their current employer.
Source: LIMRA, 2025 Benefits and Employee Attitude Tracker (BEAT) Study
Because taking care of employees can be good for business, too.
A stronger benefits experience can help you give employees more protection without simply increasing your traditional benefits budget.
For employees, that means access to additional financial protection and one-on-one education to help them understand their choices.
For HR, it means having a team to help with communication, education, enrollment, administration, and employee questions.
For the business, it means another way to strengthen your overall employee value proposition while keeping cost and administrative burden in mind.
in potential employer payroll tax savings on eligible pre-tax contributions.
A benefit for your employees. A potential tax advantage for your business.
When eligible benefits are offered through a properly structured Section 125 plan, those amounts may be excluded from wages subject to Social Security and Medicare taxes — helping reduce payroll taxes for the employer.
Source: IRS, Publication 15-B (2026). Actual savings depend on plan structure, eligibility, employee elections, wage levels, and the employer’s specific circumstances.
But we already have medical insurance — and a broker.
Perfect. Keep them.
We strengthen the benefits experience around what you already have—through education, enrollment execution, and year-round support.
Voluntary benefits can help fill some of the financial gaps major medical may leave behind — including deductibles, co-pays, out-of-pocket expenses, and lost income associated with covered events.
And if you already have a broker, we work alongside them — bringing voluntary benefits expertise, bilingual employee education, enrollment support, technology, and year-round service to the table. Colonial Life itself supports broker partnerships with enrollment, education and benefits-administration resources.
A simple process. Minimal lift for HR.
Assess
We review your current benefits, workforce, employee needs, administrative challenges, and goals.
Design
We identify voluntary benefit options and an enrollment strategy aligned with your workforce.
Communicate
We help employees understand what's available and why it matters.
Enroll
Our Benefit Counselors provide one-on-one enrollment support, on-site or virtually, in English or Spanish.
Support
We stay involved with benefits administration, employee questions, new hires, annual reviews, and ongoing service.
Less than you might think.
HR doesn't need another vendor creating another project.
Our team can help manage the employee-facing experience, including:
Your HR team provides the organizational access and direction.
We bring the infrastructure to help execute.
That’s okay. Our goal is education, not pressure.
Not every employee will choose additional coverage — and they don’t have to.
Our Benefit Counselors meet one-on-one with employees to explain their options, answer questions, and help them make informed decisions. No pressure. No hard sell.
And even employees who choose not to purchase coverage can still walk away with something valuable.
For qualifying employers with 10+ employees, eligible employees can receive $10,000 in life insurance coverage at no cost to the employee — even if they don’t purchase voluntary benefits.*
Every employee gets the opportunity to learn. Every employee gets something of value. We educate. They decide.
We stay.
New employee joins?
We're there.
Employee has a benefits question?
We're there.
HR needs administrative support?
We're there.
Time for annual enrollment?
We're there.
Employer FAQ
No. Voluntary benefits can complement an existing major medical and core benefits program by providing additional financial protection for certain covered events.