Group Income Protection
Ensure your employees can maintain financial stability when illness or injury prevents them from working — without burdening your business.
Financial Security
Through Long-Term Illness
Group Income Protection provides a replacement income to employees who are unable to work due to long-term illness, injury, or disability. Unlike sick pay (which the employer funds and which runs out), Income Protection is insurer-funded — meaning the cost is predictable and the benefit is sustainable.
For employers, it demonstrates genuine care for employee wellbeing. For employees, it removes the financial anxiety that so often accompanies serious illness — allowing them to focus on recovery without worrying about their mortgage or household bills.
Premiums paid by the employer qualify for tax relief, and the benefit is paid through payroll — making it seamless to administer.
Get a Free QuoteFrom Illness to Benefit — Step by Step
Employee Falls Ill or Is Injured
An employee becomes unable to work due to a long-term illness, injury, or disability — whether physical or mental health-related.
Deferred Period Begins
The deferred (waiting) period starts. This is the period the employer or employee must wait before the policy pays out — typically 13 weeks, 26 weeks, or 52 weeks.
Benefit Commences
After the deferred period, the insurer begins paying the income replacement benefit — typically 66% to 75% of the employee's pre-disability salary — directly via payroll.
Benefit Continues Until Recovery or Retirement
Payments continue until the employee returns to work, reaches normal retirement age, or sadly passes away. The benefit is not time-limited for genuine claims.
Choosing the Right Structure
Deferred Period Strategy
A longer deferred period means a lower premium. Many employers align the deferred period with the end of their contractual sick pay — so the policy picks up exactly where employer obligation ends.
Definition of Disability
Policies may define disability as inability to perform your own occupation ("own occupation") or any occupation. We ensure your policy uses the most employee-favourable definition.
Partial Disability & Rehabilitation
Modern policies include partial disability benefits and rehabilitation support — encouraging phased return to work while maintaining financial protection.
Insured vs. Self-Insured
Some larger employers consider self-insuring the risk. We can advise on both approaches and help identify the breakeven point for your organisation.
Ready to Protect
Your Workforce?
A free initial consultation with no obligation. We'll assess your current position, explain your options, and search the market for the most competitive solution.