Health Insurance for Employees in India: What You Need to Know

Introduction

In India, health insurance for employees has become a critical cornerstone of workforce management, with the landscape rapidly evolving in 2025. Having guided several global companies through this complex terrain, we can confidently say that a well-designed health insurance plan is crucial for organizational success and employee well-being. Whether you're an HR professional, business owner, or decision-maker, this guide equips you with the tools to design a cost-effective and compliant medical insurance plan that enhances employee well-being. Learn about key features of health insurance plans, different types of coverage, benefits for both employees and employers, selection criteria, cost management techniques, and best practices for implementation. Whether you're a multinational corporation expanding into India or a startup looking to attract top talent, this guide provides the tools to design a compliant, cost-effective, and employee-centric medical insurance plan.

What are the key features of employee health insurance in India?[toc=Key features]

Medical insurance in India has become a crucial component of workforce management, offering comprehensive coverage to protect employees and their families from financial burdens associated with medical expenses. Understanding the key features and coverage scope is essential for both employers and employees to maximize the benefits of these plans.

1. Comprehensive Coverage: Employee health insurance typically provides extensive coverage for a wide range of medical expenses, including hospitalization, daycare procedures, and pre and post-hospitalization costs.
2. Cashless Treatment: Most plans offer cashless treatment facilities at an extensive network of hospitals across India, often exceeding 8,000 healthcare providers.
3. Family Coverage: Many policies extend coverage to the employee's family members, including spouse, children, and sometimes parents.
4. Customization Options: Employers can tailor plans to meet specific workforce needs, including add-ons like maternity benefits, mental wellness coverage, and preventive care.
5. Lower Premiums: Group health insurance typically offers more affordable premiums compared to individual plans due to risk spreading across the employee pool.

What's Typically Covered?

• In-patient hospitalization expenses
• Pre and post-hospitalization costs (usually 30-60 days before and 60-90 days after)
• Daycare procedures
• Ambulance charges
• Domiciliary treatment in some cases
• Maternity expenses (if opted for)
• Preventive health check-ups

What's Typically Not Covered?

1. Cosmetic Treatments: Unless necessitated by an accident, most plans exclude cosmetic surgeries.
2. Dental Care: Routine dental procedures are often excluded, except when required due to accidental injuries.
3. Self-Inflicted Injuries: Treatments for intentional self-harm or suicide attempts are not covered.
4. Alternative Therapies: Many plans exclude non-allopathic treatments like Ayurveda, Unani, or homeopathy.
5. Pre-existing Conditions: While group plans often cover these from day one, individual plans may have waiting periods.
6. Substance Abuse: Treatments related to alcohol or drug abuse are typically excluded.
7. Routine Diagnostic Tests: Unless part of hospitalization, regular health check-ups or diagnostic tests may not be covered.

Understanding these features and exclusions helps employees make informed decisions about their healthcare and allows employers to design comprehensive benefits packages that attract and retain talent while promoting overall workforce well-being.

What are the different types of health insurance plans for employees in India?[toc=Types]

Understanding the various types of health insurance plans available for employees in India is crucial for both employers and employees. Here's a comprehensive overview of the main types:

Individual Insurance Plans

These are policies purchased by individuals to cover their own medical expenses. These plans offer personalized coverage tailored to the individual's specific health needs and budget. Our analysis shows that they typically provide comprehensive protection against hospitalization expenses, pre and post-hospitalization costs, and various daycare procedures.

Group Health Insurance

This is a policy purchased by an employer to provide coverage for their employees. We've consistently observed that these plans offer several advantages, including lower premiums due to risk pooling, coverage for pre-existing conditions from day one, and no requirement for medical check-ups. Group policies often extend coverage to employees' families and may include additional benefits like maternity coverage and preventive health check-ups.

Family Floater Plans

Family floater plans provide coverage for an entire family under a single policy. The sum insured is shared among all family members, typically including the policyholder, spouse, children, and sometimes parents. In our experience, we've seen that these plans are cost-effective for young families and offer the flexibility to use the coverage for any family member as needed. Family floaters usually come with a range of sum insured options, allowing families to choose coverage that fits their needs and budget.

Top-up and Super Top-up Plans

Top-up and super top-up health insurance plans are designed to provide additional coverage above a certain threshold, known as the deductible. Top-up plans cover expenses for a single hospitalization event above the deductible, while super top-up plans cover cumulative medical expenses exceeding the deductible in a policy year. These plans are an affordable way to increase overall coverage and are often used in conjunction with basic health insurance policies to enhance protection against high medical costs.

Critical Illness Coverage

This is a specialized type of health insurance that provides a lump sum payment upon diagnosis of specific severe illnesses. These plans typically cover conditions such as cancer, heart attack, stroke, and organ transplants. The lump sum benefit can be used to cover medical expenses, lifestyle changes, or income replacement during recovery. Critical illness coverage can be purchased as a standalone policy or as a rider with other health insurance plans.

Disease-Specific Health Insurance Plans

These are policies designed to provide coverage for a particular illness or condition (E.g. COVID-19 pandemic). These plans offer comprehensive protection for the specified disease, covering all stages from diagnosis to advanced treatment. We've noted that they often have no or short waiting periods and may waive future premiums upon diagnosis.

What are the key benefits of employee health insurance?[toc=Benefits]

Based on our extensive experience working with numerous companies in India, we can confidently state that a well-structured health insurance plan ensures financial security, improves healthcare access, and boosts overall job satisfaction. Below are the key benefits for both employees and employers.

Benefits for Employees:

• Financial Protection and Peace of Mind: Medical emergencies can be financially draining, especially with rising healthcare costs in India. Employee health insurance provides a safety net, covering hospitalization expenses, surgeries, and treatments, reducing out-of-pocket medical costs. Knowing that they and their families are protected against unexpected medical expenses gives employees peace of mind and allows them to focus on their work without financial stress.
• Access to Quality Healthcare: With employer-sponsored health insurance, employees gain access to a wide network of hospitals, ensuring they receive timely and quality medical care without financial barriers. Many plans offer cashless hospitalization, making the process seamless. Additionally, policies may include preventive health check-ups, wellness programs, and OPD (Outpatient Department) coverage, enabling employees to maintain their health proactively rather than only seeking treatment during emergencies.
• Coverage for Dependents: Having analyzed numerous group health insurance policies, we can confirm that most cover not just employees but also their spouses, children, and sometimes even parents. We've noted that this extended coverage helps employees manage healthcare expenses for their loved ones, enhancing their overall well-being and reducing personal financial stress. As a result, employees feel more valued and supported by their organization.

Benefits for Employers:

• Enhanced Employee Satisfaction and Loyalty: A robust health insurance plan is a key factor in employee retention and job satisfaction. Employees are more likely to stay with companies that prioritize their well-being and provide essential benefits like healthcare coverage. This reduces attrition rates, boosts morale, and strengthens the employer brand, making the organization more attractive to potential hires.
• Tax Benefits and Financial Incentives: Employers can claim tax deductions on the premiums paid for group health insurance under Section 37(1) of the Income Tax Act, reducing overall business expenses. Additionally, investing in employee well-being can lower long-term costs associated with high attrition, hiring, and training new employees. Some insurers also offer discounts and corporate wellness incentives, further optimizing costs for the company.
• Improved Productivity and Reduced Absenteeism: Through our work with diverse companies, we've seen that healthy employees are more engaged, energetic, and productive. With access to timely medical care, they can recover faster from illnesses and manage chronic conditions effectively, reducing long-term absenteeism. Additionally, preventive care and wellness programs integrated into health insurance plans help employees stay fit and avoid frequent sick leaves, leading to better overall workplace efficiency.

How to provide health insurance for remote employees in India?[toc=Steps]

Providing health insurance for employees in India requires careful planning and execution. Here are key actionable steps to implement an effective health insurance program:

Assess Employee Needs

Conduct an anonymous survey to understand your remote workforce's healthcare priorities, demographics, and geographical distribution. This will help tailor coverage options to meet their specific needs. Analyze the data to identify common health concerns and coverage preferences. This information will help you tailor coverage options to meet the specific needs of your employees.

Choose an Insurance Model

Select between group health insurance (ideal for 20+ employees), individual coverage health reimbursement arrangements (ICHRAs), or micro-insurance plans for smaller teams. Consider factors like cost, flexibility, and compliance requirements.

Select a Provider

Research reputable insurance companies offering comprehensive coverage for remote workers. Evaluate providers based on their claim settlement ratio, network of hospitals, and customer service quality. Consider insurers with strong digital capabilities to support remote employees effectively.

Ensure Compliance

Familiarize yourself with relevant regulations, including the Employee State Insurance (ESI) Act if applicable. Stay updated on state-specific regulations that may affect your health insurance offerings. Compliance is crucial to avoid legal issues and ensure your employees receive the benefits they're entitled to.

Customize Coverage

Include a range of coverage options with varying benefits, deductibles, and premiums. Offer add-ons such as maternity coverage, dental and vision care, and critical illness protection. Integrate telemedicine services for convenient access to healthcare, and implement wellness programs to support overall employee well-being. Consider extending coverage to dependents and providing flexible options for employees to adjust their plans based on individual needs

Implement and Communicate

Use HR software for multi-state benefits administration to streamline the process. Provide a user-friendly online portal for employees to access their insurance information and file claims. Create comprehensive guides and host virtual information sessions to educate employees about their coverage options.

By following these steps, you can provide a robust health insurance program that supports your remote workforce in India, enhancing employee satisfaction and contributing to your company's success.

What aspects should you consider when selecting the right health insurance plan?[toc=Considerations]

• Coverage and Benefits: In our extensive experience analyzing various insurance plans, we've found that evaluate the scope of coverage, including hospitalization, outpatient care, and daycare procedures. Look for comprehensive plans that cover pre and post-hospitalization expenses, maternity care, and preventive health check-ups. Assess coverage limits and sub-limits for various treatments to ensure adequate protection for diverse healthcare needs.
• Network of Hospitals and Healthcare Providers: Check the insurer's network of hospitals, especially in locations where your employees are based. We've consistently seen that a wider network offers more options for cashless treatments, reducing out-of-pocket expenses. Consider plans that provide flexibility in choosing healthcare providers and include both in-network and out-of-network care options.
• Cost Structure and Affordability: Analyze the overall cost, including premiums, deductibles, and co-payments. Aim for a balance between comprehensive coverage and affordability for both the company and employees. Consider plans with flexible premium structures or cost-sharing options, and factor in potential tax benefits for the company.
• Claim Settlement Process and Ratio: Examine the medical insurer's claim settlement ratio and efficiency in processing claims. We strongly recommend looking for medical insurance providers offering streamlined, digital claim processes with quick turnaround times and dedicated support for claim assistance. A higher claim settlement ratio indicates better reliability in honoring claims.
• Customization and Flexibility: Opt for plans that allow customization based on your workforce's specific needs, demographics, and industry-specific health risks. We've seen great success when considering insurers offering add-on benefits or multiple coverage levels, providing flexibility to cater to diverse employee preferences and ensuring the plan remains valuable to your entire workforce.

What are the legal requirements for employee health insurance in India?[toc=Legal Requirements]

Ensuring compliance with legal mandates is crucial when offering health insurance to employees in India. Employers must navigate various labor laws, statutory requirements, and industry regulations to provide legally compliant health benefits. Understanding these obligations not only helps businesses avoid penalties but also fosters employee well-being and trust.

Mandatory Health Insurance Requirements in India

While medical insurance has traditionally been an optional benefit, recent legal changes have made it a compulsory provision for certain employers. The primary legal mandates related to employee health insurance in India are:

1. Employee State Insurance (ESI) Scheme – A statutory requirement for businesses meeting specific eligibility criteria.
2. Health Insurance Mandate for Private Sector Employees – Introduced during the COVID-19 pandemic, requiring companies to provide health coverage.

Employee State Insurance (ESI) Scheme

A social security scheme offering medical, cash, and disability benefits:

Other Relevant Regulations on Employee Health Insurance

• The Employees' Compensation Act, 1923: The Employees' Compensation Act, 1923 mandates compensation for employees in case of work-related injuries, disabilities, or fatalities. It applies to employers not covered under the ESI scheme and requires them to provide financial protection to workers for accidents occurring during employment.
• Health Insurance Mandate for Private Sector (2020): In response to the COVID-19 pandemic, the Ministry of Home Affairs issued an order in April 2020 making it mandatory for all private sector employers to provide health insurance coverage to their employees. This directive applies to businesses resuming operations post-lockdown and aims to ensure employee health protection.
• IRDAI Guidelines (2025): The Insurance Regulatory and Development Authority of India (IRDAI) is the apex body that regulates and supervises the insurance sector in India. Established under the IRDAI Act of 1999, it operates as an autonomous entity under the Ministry of Finance. IRDAI's primary functions include protecting policyholders' interests, issuing licenses to insurance companies, setting standards for insurance business conduct, and promoting the orderly growth of the insurance market. It also monitors insurers' financial health, approves insurance products, and provides a platform for addressing policyholder grievances.
• State-Specific Laws: Some states have implemented additional regulations regarding employee health insurance. For instance, Maharashtra and Karnataka require coverage for contractual workers in certain sectors. These state-level laws may impose additional obligations on employers beyond national regulations.

How can employers manage cost considerations and budgeting for employee health insurance?[toc=Cost Management]

After selecting the right health insurance plan, it's crucial to address financial implications and budgeting strategies. Here's how employers can effectively manage costs while providing valuable coverage:

• Implement Wellness Programs: Invest in preventive care and wellness initiatives such as health screenings, fitness programs, and stress management workshops. These programs can help reduce long-term healthcare costs by promoting healthier lifestyles among employees, potentially lowering the frequency and severity of claims.
• Consider High-Deductible Health Plans (HDHPs): Through our analysis of various insurance options, we've found that HDHPs offer lower monthly premiums in exchange for higher out-of-pocket costs when employees use healthcare services. This option can be cost-effective for both employers and healthy employees who don't frequently use medical services. Pair HDHPs with Health Savings Accounts (HSAs) to allow employees to save pre-tax money for medical expenses.
• Negotiate Network Options: Work with insurance providers to evaluate and negotiate favorable rates with in-network healthcare providers. A broader network can offer more choices for employees, while a narrower, carefully selected network might provide better rates. We advise balancing cost savings with employee satisfaction when making these decisions.
• Embrace Telemedicine: Incorporate virtual healthcare services into your insurance plan. Telemedicine can reduce costs by providing convenient access to medical consultations for non-emergency issues, potentially decreasing unnecessary in-person visits and associated costs.

Consider Cost-Sharing Options with Employees

• Premium Sharing: Have employees contribute a percentage of the premium. Industry averages show employees paying about 17% for single coverage and 27% for family coverage.
• Deductibles and Co-payments: Adjusting these can lower overall premiums but shifts more costs to employees when they use services. Ensure the balance doesn't discourage necessary care.
• Flexible Spending Accounts (FSAs): Allow employees to contribute pre-tax dollars for medical expenses, reducing their taxable income and providing a cushion for out-of-pocket costs.
• Health Savings Accounts (HSAs): When paired with HDHPs, we've observed that these accounts enable tax-free savings for medical expenses, offering long-term financial benefits for employees.

By carefully balancing these cost considerations with the aspects discussed in selecting the right plan, employers can provide valuable health coverage while managing expenses effectively. This approach ensures that the chosen health insurance plan not only meets the needs of employees but also aligns with the company's financial strategy.

What challenges do global employers face in managing health insurance for employees in India?[toc=Challenges]

Managing health insurance for employees in India presents unique challenges for global employers. From regulatory complexities to cost variations, multinational companies must navigate several obstacles to provide seamless healthcare benefits. Here are five key challenges they face:

Navigating Complex and Evolving Regulations

India’s healthcare and insurance landscape is governed by dynamic regulations set by the Insurance Regulatory and Development Authority of India (IRDAI). Frequent policy updates, compliance requirements, and region-specific laws create challenges for global employers unfamiliar with local mandates. Failure to comply with statutory obligations, such as employee state insurance (ESI) and maternity benefits, can lead to legal and financial repercussions.

Managing Claims Processing and Employee Experience

We've consistently found that inefficiencies in India's insurance ecosystem often lead to difficulties in claims processing. Delays in reimbursements, lack of transparency in billing, and discrepancies in cashless hospitalization can frustrate employees. Additionally, international HR teams may lack the local expertise required to resolve claim disputes, further affecting employee satisfaction and engagement.

Balancing Cost Control with Comprehensive Coverage

Healthcare costs in India are rising, and insurance premiums fluctuate based on factors like age, location, and type of coverage. Our analysis shows that global employers must strike a balance between offering competitive benefits and managing costs efficiently. High hospitalization expenses, coverage exclusions, and limitations on pre-existing conditions further complicate benefit structuring, making it difficult to provide an affordable yet comprehensive plan.

Customizing Policies for a Diverse Workforce

Global companies often have a diverse workforce with varying health needs and expectations. Designing a one-size-fits-all policy that caters to different age groups, family structures, and health priorities can be challenging. Employers need to offer flexible plans or multiple options to meet diverse needs while ensuring equity and cost-effectiveness. This may involve creating tiered plans or allowing employees to customize their coverage within certain parameters.

Selecting the Right Insurance Provider

Global employers often struggle to identify insurance providers that offer comprehensive coverage aligning with international standards while adhering to local regulations. The challenge lies in finding a provider with a wide network of quality healthcare facilities, efficient claim settlement processes, and the flexibility to customize policies. Employers must conduct thorough due diligence, comparing multiple providers on factors like claim settlement ratios, hospital networks, and customer service quality to ensure they partner with a reliable insurer.

What are the best practices for providing Health insurance to employees in India?[toc=Best Practices]

Providing health insurance to employees in India requires a well-structured approach that aligns with regulatory requirements, cost efficiency, and employee expectations. Multinational employers must adopt best practices to ensure seamless administration, high employee satisfaction, and long-term sustainability. Here are some best practices for employers to consider:

Understand Your Workforce's Needs

We've consistently observed that conducting thorough surveys and analysis of your employee demographics, including age distribution, health needs, and family situations. This information will help you tailor your insurance package to meet the specific requirements of your workforce. For instance, a younger workforce might prioritize preventive care and wellness programs, while an older demographic may require more comprehensive coverage for chronic conditions.

Offer Flexible and Comprehensive Coverage

Provide a range of plan options that cater to diverse employee needs. This could include basic plans for individual employees and more comprehensive family floater plans for those with dependents. Ensure that your plans cover a wide spectrum of health services, including preventive care, mental health support, and specialized treatments.

Implement Wellness Programs

Invest in employee wellness initiatives to complement your health insurance offerings. This can include fitness programs, health screenings, and stress management workshops. We've observed that such programs not only promote better health outcomes but can also lead to reduced healthcare costs in the long run. Companies that invest in wellness programs have seen significant reductions in healthcare spending.

Leverage Technology for Better Administration

Utilize digital platforms for policy management, claims processing, and employee communication. This can streamline administrative tasks, reduce errors, and provide employees with easy access to their health insurance information. Look for insurers that offer user-friendly apps and online portals for seamless policy management.

Educate Employees About Their Benefits

Develop a comprehensive communication strategy to ensure employees understand and fully utilize their health insurance benefits. This can include regular workshops, detailed guides, and one-on-one counseling sessions. Well-informed employees are more likely to make optimal use of their health coverage, leading to higher satisfaction and better health outcomes.

Periodic Review and Update Your Insurance Program

Given the constantly evolving healthcare landscape, we strongly advise conducting annual reviews of your health insurance program to ensure it remains competitive and aligned with both employee needs and market trends. This may involve negotiating with insurers for better rates, updating coverage options, or switching providers if necessary.

By implementing these best practices, employers can create a robust health insurance program that not only protects their employees' health but also contributes to overall job satisfaction and productivity. Remember, a well-designed health insurance plan is an investment in your workforce's well-being and your company's success.

How can Wisemonk help global companies provide health insurance for their employees in India?[toc=How Wisemonk helps]

Managing health insurance for employees in India can be complex, especially for global businesses unfamiliar with local regulations and market dynamics. Wisemonk, as an Employer of Record (EOR) in India, provides end-to-end support to ensure seamless, compliant, and cost-effective health insurance solutions. Here’s how we help:

Tailored Health Insurance Plans for Your Workforce

Wisemonk works with top insurance providers in India to design customized health insurance plans that meet the diverse needs of your employees. Whether your team is spread across cities or remote locations, we ensure optimal coverage, including hospitalization, preventive care, and wellness benefits.

Regulatory Compliance and Hassle-Free Administration

Navigating Indian insurance regulations can be challenging for global companies. Wisemonk ensures full compliance with local labor laws, IRDAI guidelines, and statutory requirements like Employee State Insurance (ESI) and maternity benefits. We handle all paperwork, filings, and audits, ensuring your business remains compliant.

Seamless Claims Management and Employee Support

We provide end-to-end claims management support, ensuring quick reimbursements and hassle-free cashless hospitalization. Our dedicated team assists employees with claim submissions, dispute resolution, and insurer coordination, reducing administrative burdens on your HR team.

Cost-Effective and Scalable Solutions

Wisemonk negotiates competitive rates with insurers to provide cost-effective health coverage while maintaining high-quality benefits. Whether you have a small team or are scaling operations in India, our solutions grow with your business, ensuring continued affordability and employee satisfaction.

Integration with Payroll and Benefits Management

As a full-service Employer of Record (EOR), Wisemonk seamlessly integrates health insurance with payroll processing, tax optimization, and other employee benefits. This ensures smooth administration and eliminates the complexities of managing multiple service providers.

Beyond health insurance management, Wisemonk offers a wide range of EOR services to support your business operations in India, including:

• Talent acquisition and recruitment
• Payroll processing and tax optimization
• Contractor payments
• Equipment procurement and management
• Office setup and Global Capability Center (GCC) establishment
• Building and managing offshore teams
• Comprehensive HR and onboarding services
• Efficient Background Verification for Employees in India

Wisemonk simplifies the complexities of health insurance and workforce management in India, allowing global companies to focus on business growth while we handle compliance, administration, and complexities of employee benefits administration in India . Whether you are hiring a few employees or setting up an entire offshore team, we ensure a smooth and compliant experience.

Let Wisemonk be your trusted partner in managing employees in India. Get in touch today to explore how we can help you build and support your team with ease!

FAQs

What is group health insurance?

Group health insurance is a policy purchased by an employer to provide health coverage for a group of employees. It typically offers comprehensive coverage at lower premiums compared to individual plans, due to the risk being spread across a larger group.

How is group health insurance policy different from individual health insurance plan?

Group health insurance covers a group of employees under a single policy, often with no medical underwriting required. It's usually more cost-effective and may cover pre-existing conditions immediately. Individual plans are purchased separately, may require medical checks, and often have waiting periods for pre-existing conditions.

Why is the maternity benefit important in group health insurance?

Maternity benefits in group health insurance are crucial as they cover expenses related to pregnancy, childbirth, and postnatal care. This benefit is particularly valuable for employees planning families, as individual plans often have long waiting periods for maternity coverage.

What is the difference between ESIC and group health insurance plan?

ESIC (Employees' State Insurance Corporation) is a government-run scheme mandatory for employees earning up to ₹21,000 per month. Group health insurance is a private policy purchased by employers, offering more comprehensive coverage and flexibility, and is typically provided to employees earning above the ESIC threshold.

Who needs to have Group Health Insurance?

While not legally mandatory for all businesses, group health insurance is highly recommended for companies with more than 20 employees. It's an important benefit that helps attract and retain talent, improves employee well-being, and can be more cost-effective than individual plans.

Is COVID-19 covered under Group Health Insurance Plans?

Yes, most group health insurance plans now cover COVID-19 related hospitalizations and treatments. However, the extent of coverage may vary between insurers, so it's important to check the specific terms of your policy.

Can a person have both a corporate health insurance policy and an individual health insurance policy simultaneously in India?

Yes, an individual can have both corporate and personal health insurance policies simultaneously. This is often recommended to ensure comprehensive coverage and to have a backup plan in case of job loss or policy limitations.

Is it mandatory to provide health insurance to employees in India?

While not universally mandatory, it became compulsory for certain businesses to provide health insurance to employees during the COVID-19 pandemic. However, offering health insurance is considered a best practice for employee welfare and retention.

How much does health insurance cost in India?

The cost of health insurance in India varies widely depending on factors such as the size of the company, the level of coverage, the age and health of employees, and the chosen insurance provider. It's best to get quotes from multiple insurers to compare costs.

Can an employer give an employee money for health insurance instead of providing a policy?

Yes, employers can offer a Health Reimbursement Arrangement (HRA) where they reimburse employees for health insurance premiums or medical expenses. However, group policies often provide better coverage at lower costs.

What is an HRA insurance plan?

An HRA (Health Reimbursement Arrangement) is an employer-funded plan that reimburses employees for qualified medical expenses and sometimes insurance premiums. It offers tax advantages for both employers and employees.

Which insurance company is best for employees in India?

The best insurance company depends on various factors including coverage, network hospitals, claim settlement ratio, and customer service. Wisemonk can help you compare and choose the most suitable insurer for your specific needs.

How can Wisemonk help with implementing health insurance for employees in India?

Wisemonk, as an Employer of Record, can assist in selecting and implementing the most suitable health insurance plans for your employees in India. We handle everything from policy selection to administration, ensuring compliance with local regulations.

Does Wisemonk offer support for managing health insurance claims?

Yes, Wisemonk provides comprehensive support for managing health insurance claims. Our team assists employees throughout the claim process, from filing to settlement, ensuring a smooth experience.

Can Wisemonk help customize health insurance plans for specific employee needs?

Absolutely. Wisemonk works closely with insurers to tailor health insurance plans that meet the unique needs of your workforce, considering factors like demographics, industry-specific risks, and employee preferences.