Elect: Employee Benefits for Small Businesses and Small and Medium-Sized Enterprises (SMEs)
Elect is an employee benefits solution for employers with growing teams and SMEs looking to build a more competitive benefits package. Exclusive to Marsh, Elect provides access to a range of employee benefits, including private medical insurance, income protection insurance, life assurance and critical illness cover.
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What is Elect?
Elect is an employee benefits solution designed specifically for small and medium-sized businesses. It offers access to employee benefits that many employers consider when building a competitive and sustainable benefits package, including:
- Private medical insurance.
- Income protection insurance.
- Life assurance.
- Critical illness cover.
- Virtual GP service (optional).
- Optical, dental, and prescription charges (optional).
- Health assessments (optional).
Elect is designed to support small business employee benefits planning in a way that is practical, clear, and relevant for small business owners and growing teams
Why choose Elect?
Elect is designed to give small and medium-sized businesses access to employee benefit solutions, Marsh’s provider relationships and market review process.
✓ Core benefits in one place.
✓ Policy enhancements you might not find elsewhere.
✓ Access to a range of established employee benefit providers.
✓ Budget-friendly for growing businesses.
✓ Backed by Marsh’s employee benefits expertise.
✓ Ongoing support, not just a product.
For many UK businesses, these workplace benefits can support employee health, strengthen company culture, and reflect company values without losing sight of cost.
How to get an Elect quote?
2. Complete online form – prefer us to call you? Simply complete the form and we’ll call you.
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A more comprehensive employee benefits package
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Core benefits in one place
Elect brings together the core employee benefits many employers look for when building a benefits package for their people.
From private medical insurance and income protection to life assurance and critical illness cover, it helps employers access the key benefits they often want to offer.
This can help employers review the right benefits and build a comprehensive package that covers both traditional benefits and more modern support.
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Complimentary benefits
Elect can include complimentary features and policy enhancements that may not always be available through standard arrangements. This could include dental insurance, optical cover, and employee assistance programs.
That means employers may be able to offer a broader, more valuable benefits package through Marsh. These options can add wellbeing benefits that support mental health, physical health, and help with everyday healthcare costs.
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Budget-friendly for growing businesses
Elect is designed with growing businesses in mind, helping employers explore employee benefits in a way that works for their budget.
It gives smaller and medium-sized businesses access to options that support their people without losing sight of cost. For business with limited financial resources, this can be a more cost-effective way to review small business benefits and identify essential employee benefits.
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Backed by Marsh’s employee benefits expertise
Elect is backed by Marsh’s experience in employee benefits and strong relationships across the market.
This gives employers added confidence that they are working with a well-established adviser when reviewing their options. Used well, benefits can become strategic tools for attracting top talent, supporting a healthy workforce, and showing that employee benefits matter.
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Ongoing support, not just a product
Elect comes with support from a Marsh relationship manager who can help employers find the right fit for their business and their people.
That ongoing guidance can make it easier to compare options, make decisions, and adapt benefits as the business grows. This can help employers respond to employee preferences, use employee surveys more effectively, and choose the best employee benefits for their workforce.
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What employee benefits should a small business offer?
Small and medium-sized businesses often need employee benefits that are practical, affordable, and easy to manage. For many employers, these benefits form an important part of a broader strategy for recruitment, retention, employee wellbeing, and financial protection.
Elect is designed to help employers explore these options in a more joined-up way. As businesses grow, employee benefits often become a more important part of how they attract and retain talent. A well-structured package can help employers offer a clearer value proposition to employees while supporting financial wellbeing, health-related support, and long-term savings.
It can also help improve employee retention, build employee loyalty, support employee satisfaction, and contribute to workplace happiness. An employee benefits package for a small business may include a mix of:
Group private medical insurance can help employers offer employees access to eligible private medical treatment, subject to insurer terms and policy conditions.
For small and medium-sized businesses, group private medical insurance may form an important part of a healthcare benefits strategy. It can sit alongside other health-related benefits such as:
- Dental insurance
- Health cash plans
- Wellbeing support services.
Private medical insurance is often considered by employers that want to provide a health benefit that supports employee access to treatment outside standard public healthcare routes.
Group income protection is an employee benefit that can provide financial support if an employee is unable to work because of illness or injury, subject to policy terms, deferred periods, and insurer conditions.
For employers, group income protection may help strengthen an employee benefits package by adding a form of income protection that supports employees during long-term absence. It is commonly considered alongside other protection benefits such as life insurance and critical illness cover.
When employers review income protection, they often consider:
- Workforce needs
- Affordability
- Waiting periods
- Benefit levels
- Integration with other employee benefits.
They may also compare cover with statutory sick pay and any enhanced sick pay arrangements, including how much income is protected as a proportion of an employee's salary.
Group life assurance is a form of life insurance for employees. It is often used to provide a death in service benefit, which may pay a lump sum to an employee’s chosen beneficiaries if the employee dies while covered by the policy, subject to scheme rules, trust arrangements, and policy terms.
For many employers, death in service benefit is a valued part of an employee benefits package because it provides an additional layer of financial protection for employees and their families.
Including group life assurance within an employee benefits package can also help employers build a broader protection strategy alongside:
- Group income protection
- Group critical illness cover.
For some employers, group life assurance can be an important way to support an employee's family and strengthen a wider financial wellbeing offer.
Group critical illness cover is designed to provide financial support if an insured employee is diagnosed with a covered critical illness, subject to policy definitions and insurer conditions.
This type of benefit is often considered by employers that want to add another layer of employee protection alongside:
- Group income protection
- Group life assurance
- Death in service benefit
- Private medical insurance.
For employees, critical illness cover may form part of a broader financial wellbeing offering.
Workplace savings are a core part of many employee benefits packages for small and medium-sized businesses. In practice, workplace savings may include workplace pensions and other retirement-focused arrangements that help employees save for the future.
For employers in the United Kingdom, workplace pensions are also an important compliance consideration because of automatic enrolment responsibilities.
When reviewing workplace pensions and workplace savings, employers may consider:
- Compliance with automatic enrolment requirements
- Employee engagement
- Contribution structures
- Provider options
- Long-term workforce needs.
For many employers, a workplace pension scheme is one of the key legal requirements, but it can also be part of a broader package that supports long-term savings for UK employees and other UK workers.
Learn more about our Workplace Savings solutions here.
