Consider these other scenarios, in which a carrier can rely on claims integration to ensure employees receive all their benefits when they need them most.

Often FMLA will run concurrent with employer-sponsored disability insurance. At Reliance Matrix, we manage both. With access to the employee's data, we can look at other, supplemental benefits – not to mention local and state paid leave programs – to help ensure every applicable benefit and entitlement is considered. If, for example, someone with pregnancy complication files for FMLA and does not realize that they can file based on their hospital insurance, we can surface this benefit and file on their behalf.
FMLA also offers 12 weeks of unpaid job protection leave to deal with a serious health condition of a loved one. When our data shows an employee takes intermittent time to travel with their spouse to chemotherapy, our claim examiners are absolutely going to check if they are enrolled in Critical Illness Family Coverage. I believe this is one of the most often forgotten supplemental health benefits worth thousands to employees.

Related: Outdated worker leave practices may be costing employers money

These advancements fall into the broader category of inclusive benefits design and delivery. It is the carrier's role to design benefits to be flexible, giving each employer the opportunity to craft programs that are specific to the makeup of their workforce. And while identifying and paying every benefit is likely impossible, artificial intelligence and machine learning now offer superior ability to match people, products, and situations – and help get benefits paid.

Instant Insights /

Supplemental health & financial wellness benefits: Providing value beyond a paycheck

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