Frequently asked questions.

For standard group protection schemes, we don't normally need to be told about individual new entrants to the scheme as long as they:

• meet the eligibility conditions of the policy;
• want the standard level of cover;
• are joining at their first opportunity; or
• have benefits below the free limit.

Contact us, if you are unsure or if the employee does not meet the criteria above.

Employees joining the scheme ahead or later than the eligibility requirements will need to complete a discretionary entrant form, unless they join within the period described under 'early entrant' and 'late entrant' in the technical guide.

If the employees of the new company are to be covered by the policy, we need to be told in advance so we can assess:

• who might need underwriting;
• whether an 'activity at work' clause is to apply;
• whether the rate will change; and
• the extra premium we need.

We'll also ask you for details of the workforce 

• salary;
• benefit formula;
• date of birth or age;
• gender; 
• along with the claims history of the new groups (if previously insured); and 
• the locations where they are based.

We also need to be told about other changes including:

• the sale of the company; or
• change of eligibility or benefit multiple.

We normally guarantee premium rates for two years (or a period agreed at the quote stage). The guarantee ceases to apply if:

• The benefit or membership from one annual renewal date to the next varies by more than 25%.
• The eligibility conditions are changed.
• The benefit formula or scheme earnings definition is changed in any way.
• A new employer joins the scheme or a participating employer leaves it.

Let us know if any of these things happen, so we can review our terms.

Around six weeks before the annual renewal date, we’ll send a renewal pack asking for information about the members and benefits covered, together with a request for a deposit premium so that cover is maintained during the renewal process.

Based on this information, we’ll produce an account for the year ahead and make any adjustments for leavers, joiners and salary increases in the previous scheme year.  We’ll also request medical evidence for any members who’s benefit level is over the free limit and any late or discretionary entrants, that we don't already know about.

Our rates are normally guaranteed for two years and then we’ll carry out a rate review. This takes into account various factors of the policy that we use to calculate the premium and allows us to check that they are still appropriate.

The rate is likely to be recalculated if the membership or aggregate benefit differs by more than 25% since the last renewal.

Before the end of the guarantee period, we’ll send a reminder pack and a form asking for the following information:

• List of scheme members with age, sex and benefit details.
• Any changes to the company since the last review date.
• Latest postcode details of where employees are based including overseas members.

Group life assurance and dependants’ pensions is also referred to as death in service benefits. They pay a lump sum and/or a regular dependant's pension if a member dies in service.  

An event limit is the maximum amount we will pay out on one or more policies if a catastrophic event was to occur, such as a terrorist attack

 Workplace Recovery is our Group Income Protection proposition. If appropriate, provides rehabilitation and work reintegration support for members who are absent for more than four weeks because of an illness or injury.  It also pays a monthly income if we agree they're unable to work because of illness or injury.

Tele-interviews allow a quick and easy way to capture all the necessary medical information that we require. They often allow us to make a decision faster than if a member’s declaration form is completed.

It's provided at no extra cost.

ONEderwriting is a medical underwriting process where we will medically underwrite once and then in most cases never again.

• When the member’s benefit is more than the free limit
• Employees who are joining outside of the policy’s normal eligibility conditions. 
• Employees who are joining on a discretionary entrant basis. 
• If their benefit entitlement increases at a later date after providing medical evidence, we may need to ask for more depending on the amount of the increase and any special terms that already apply.
• We may set terms and conditions that specify when medical evidence may be needed outside the normal requirements.