1.How competitive is your voluntary life guaranteed issue (GI) amount relative to market benchmarks for your group size?
GI amounts of $100,000–$300,000 for employees are typical. Higher GI amounts are a key competitive differentiator.
2.How well does your voluntary life maximum coverage amount meet employee needs across income levels?
Voluntary life maximums of $500,000–$1,000,000 are common. Higher earners often need more than the maximum.
3.How well does your voluntary life program cover spouses and dependents with competitive GI amounts?
Spouse GI of $25,000–$50,000 is typical. Dependent child coverage is usually a flat amount ($5,000–$10,000).
4.How well does your voluntary life plan address portability and conversion rights for departing employees?
Portability allows employees to continue group rates after leaving. This is a key retention and recruitment differentiator.
5.How effectively do you drive voluntary life enrollment through active enrollment, decision support, and needs-analysis tools?
Passive enrollment (auto-enrollment at minimum) significantly underserves employees. Active enrollment with needs analysis drives appropriate coverage.
This tool provides educational decision support only. Results are not legal, tax, actuarial, or insurance advice. Validate all outputs against current plan documents, applicable law, and qualified professional guidance. Scoring version 1.0 · Reference year 2026.
