Companies and their more highly compensated executives are increasingly realizing the need for individual disability insurance (IDI) coverage. That means competition among insurance carriers for this book of business is also heating up. With more insurers entering this market, employers as well as brokers should do their due diligence when it comes to selecting an IDI carrier—one that can truly meet a company’s needs and expectations.

Although brokers and employers agree on a number of key carrier attributes, there can be a disconnect when it comes to something else that’s important. Research shows that HR decision makers are very clear in what they need from an IDI carrier. After all, the buck starts and stops with their departments. Brokers need to make sure they’re in tune with what tools and services resonate most with HR, from enrollment to claims services.

Selling the Need is the Easy Part
Numbers don’t lie. There are a myriad of compelling medical and economic statistics about disabilities that illustrate the need for highly compensated executives to have additional protection. Although executives might be covered by the company’s group program for short-term and long-term disability based on their salary, they need something to cover their total compensation.