Ancillary and voluntary employee benefits
Build a connected package of dental, vision, life, disability and voluntary benefits alongside medical coverage. Available options depend on your group, state and carrier rules.
Explore supporting coverage optionsSSGI helps employers organize the benefits that sit beside medical coverage: group dental and vision, employer-paid and voluntary life and AD&D, short- and long-term disability, accident, critical illness, hospital indemnity, and other worksite benefits. The goal is a coherent portfolio employees can understand—not a stack of disconnected policies. SSGI compares the available carriers and plan designs in the current market; availability, appointments, underwriting, pricing, state, employer, and group-size rules vary.
Portfolio design
Medical coverage may anchor the package, but income protection, dental, vision, life, and voluntary choices often determine whether employees view the program as complete. SSGI compares eligibility, funding, enrollment, portability, evidence-of-insurability, payroll, communication, and administration before a product is added.
Employees open their SSGI One invitation, sign in and follow the enrollment steps for their employer. New hires, enrollment windows, life-event requests and waivers belong in the same experience.
Use the invitation or enrollment instructions provided for your employer to find your assigned steps in the benefits app.
Sign in to the benefits app, review the choices provided for your employer and complete the requested steps.
Return to your benefits home to see the next step, or send your SSGI team a question from the app.
See how carriers describe carrier case studies on the resource center.
SSGI maintains direct appointments with the insurance carriers it represents. Appointment creates access to evaluate and place eligible coverage; it does not make any carrier an automatic recommendation. Carrier and product availability varies by state, service area, employer, group size, participation, underwriting, and effective date.
This is a representative—not exhaustive—list. SSGI works with many other carriers and benefits-market partners based on the employer, state, product, group size, underwriting, and effective date.
Direct relationships used to compare dental and vision networks, plan design, orthodontia, waiting periods, exam and lens allowances, and claims when those products fit the employer's workforce and plan design.
Direct relationships used to compare life, AD&D, short- and long-term disability, voluntary and worksite, accident, critical illness, hospital indemnity, and other supplemental options when those products fit the employer's workforce and plan design.
Category placement is for navigation only and is not a limitation on a carrier's products. A carrier may span products without duplicate cards.
Benefits and market-access partners
The organizations below are benefits and market-access partners—not insurance carriers. SSGI may use these relationships where appropriate while maintaining direct carrier appointments. The precise role varies by case and product; none of these organizations endorses SSGI.
Wholesale and general agencies that support market placement, quoting workflow, and case support where appropriate.
Other benefits, administration, network, or market-access relationships used where appropriate. The precise role varies by case and product.
CRC Benefits and Emerson Rogers are general agencies—not insurance carriers. SSGI may use these relationships where appropriate while maintaining direct carrier appointments.
SSGI compares the available carriers and plan designs in the current market. Availability, appointments, underwriting, pricing, state, employer, and group-size rules vary, so each category is evaluated as part of one program rather than a standalone brochure.
Compare preventive, basic, and major-service designs; annual maximums; waiting periods; networks; orthodontia; employer contributions; and voluntary options.
Review exams, lenses, frames, contacts, frequency limits, networks, allowances, and whether employer-paid or voluntary funding fits the workforce.
Coordinate basic employer-paid life, accidental death and dismemberment, supplemental employee and dependent elections, beneficiary education, and evidence-of-insurability rules.
Evaluate benefit percentages, elimination periods, maximum durations, definitions of disability, offsets, employer-paid versus voluntary funding, and leave-program coordination.
Explain limited-benefit products clearly, including covered events, benefit schedules, exclusions, portability, payroll deductions, and how these policies differ from medical insurance.
Build an enrollment strategy that adds employee choice without overwhelming people or creating avoidable payroll and administration friction.
A good ancillary program is selected and implemented as an operating system, not as a collection of brochures.
Model the recruiting, participation, tax, and budget implications of employer-paid core benefits, voluntary elections, or a blended contribution approach.
Plan initial eligibility, guaranteed-issue windows, late-entrant rules, evidence-of-insurability workflows, dependent elections, and annual enrollment communications.
Confirm deduction frequencies, after-tax or pre-tax treatment where applicable, file ownership, eligibility feeds, billing reconciliation, and termination handling.
Use plain language to distinguish medical insurance from limited-benefit products and explain what each policy does, does not do, and how claims are submitted.
Medical, supporting benefits, funding, accounts, administration, ICHRA, and leave coordination should work as one program. Compare each category to build a complete, coordinated program for your team.
Product availability, eligibility, underwriting, pricing, networks, funding, and recommendations depend on the employer, workforce, jurisdiction, carrier, and current market. SSGI coordinates with carriers, administrators, payroll providers, and the employer's legal and tax advisers; those parties retain their own responsibilities and authoritative records.
General education only. Plan availability, pricing, eligibility, funding, networks, and recommendations depend on current employer and market facts.
Continue exploring the coverage options and decisions that matter most to your team.
Educational information only; not legal, tax, accounting, medical, coverage, actuarial, or compliance advice. Use this form for general business information only. Do not include personal health information, claims details, Social Security numbers, member IDs, financial information, or credentials.
About this guidance
Published and maintained by SSGI Benefits, the employee-benefits division of Strategic Sequoia Group Inc. Last reviewed August 24, 2026 using the official sources linked on this page. Carrier availability, eligibility, rates, and recommendations vary by employer and market. This page provides general information and does not constitute legal or tax advice. Meet SSGI leadership · View licensing information.
Start with the current products, employer contributions, participation, payroll setup, enrollment process, and the protection gaps employees are asking about. Do not send employee health, claims, or identifying information through the public form.
