Daily sickness benefits insurance for SMEs

With the LOB-coordinated solution, the insured person is entitled to 730 days of daily benefits per claim, less the waiting period. It is advisable to coordinate the benefits with those of your employee benefits insurer (LOB). This enables you to optimize your premiums and, when an insured event occurs, the benefits are coordinated with each other.

Daily sickness benefits insurance in line with the IPA is the solution for companies that are subject to a collective employment agreement and thus obliged to offer particular insurance cover.

In this case, Helvetia pays daily sickness benefits for one or more claims for no longer than the period stated in the policy within a time period of 900 consecutive days calculated retrospectively from the first day of incapacity to work, less the waiting period.

Daily sickness benefits insurance pays employees’ salaries if they are fully or partially absent due to illness or maternity.

As an employer, you must continue to pay your employees’ salaries in the event of illness for a certain period of time. This legal obligation applies from the fourth month of employment or if the employment agreement has been concluded for more than three months.  This statutory obligation to continue to pay employees’ salaries commences from the fourth month of employment or immediately if the employment agreement has a term of more than three months. The duration of the continued payment of salaries depends on cantonal regulations. However, the statutory continued payment of salaries is limited to a maximum of 180 days. Since disability insurance and the pension fund only pay benefits after one year at the earliest, prolonged illness creates a significant income gap for your employees.

Daily sickness benefits insurance pays your employees’ salaries in the event of prolonged illness or maternity. As a company, you pay a fixed premium for this – this makes it easier to plan for the statutory obligation to continue to pay your employees’ salaries. You can split the costs equally between the company and employees, as with the other social insurance schemes.

The waiting period determines how long you, the employer, continue to pay the salary yourself, before the insurance company bears the salary costs. You can choose this period flexibly – for example, 30, 60 or 90 days.