Disability insurance

No, there is no legal obligation to offer an occupational pension scheme.

But: You have the opportunity to position yourself as a caring employer and offer your employees a pension solution that would often not be possible privately or only on less favourable terms. This strengthens your employer brand and offers an attractive benefit that pays off in the competition for skilled labour.

Occupational disability insurance (bBU) is offered through you as the employer and is financed from your employees' gross salary via deferred compensation. This means that the contributions are paid from untaxed income, making the cover particularly cost-effective.

Private occupational disability insurance (pBU), on the other hand, is taken out individually - but can also be organised through you, for example as part of an employer-financed offer or as a voluntary additional benefit.

The main difference therefore lies in the financing structure.

In both cases, you can offer your employees attractive benefits through group contracts:

• Reduced health questions - with access also for employees with pre-existing conditions
• More favourable premiums - thanks to collective conditions

In this way, you not only strengthen the financial security of your employees, but also increase your attractiveness as an employer - with clear added value compared to purely private solutions.

The introduction of a BU is simple and efficient today. We support you from conception to implementation - including communication, consulting and administration. Thanks to digital processes, the workload for your HR department is minimised.

As an employer, you benefit in several ways from the introduction of a BU:

• Tax advantages and lower social security contributions if the cover is financed through deferred compensation
• Attractive framework conditions through group contracts - a plus point for your employees
• Stronger employee loyalty through a clear sign of social responsibility
• Reduction in the risk of absence in the event of prolonged illness or burnout
• Improved image: you position yourself as a modern, caring employer in the competition for talent

Yes, often even without exclusions or risk surcharges. Many group tariffs require only a few health questions - often a maximum of three - which also makes it easier for employees with pre-existing conditions to access cover.

A BU shows that you take responsibility for your employees.

This creates trust, increases identification with the company and makes you particularly attractive as an employer - especially in the competition for skilled labour.