Allstate Benefits Group Plans in Illinois

Allstate Benefits is the voluntary and supplemental benefits division of Allstate, one of America’s most recognized insurance brands. Unlike major medical carriers that offer comprehensive health coverage, Allstate Benefits specializes in supplemental benefits — products that layer on top of an employer’s existing major medical plan to provide additional financial protection for employees facing accidents, serious illness, hospitalization, or disability. For Illinois employers who want to build a robust, competitive benefits package without significantly increasing their health insurance budget, Allstate Benefits offers a portfolio of voluntary products that employees can elect (and pay for) at group rates through payroll deduction.

Allstate Benefits Product Portfolio

Product	What It Covers	Benefit Structure
Accident Insurance	Fractures, dislocations, ER visits, hospitalization following accidents	Fixed dollar benefit paid directly to employee
Critical Illness Insurance	Cancer, heart attack, stroke, organ failure, other specified diagnoses	Lump sum upon diagnosis ($10,000–$50,000 typical)
Hospital Indemnity	Hospital admission, ICU confinement, daily hospital room	Daily or per-admission fixed benefit
Short-Term Disability	Income replacement during disability due to illness or injury	Percentage of weekly income (typically 60%) for defined benefit period
Life Insurance	Death benefit for employee, spouse, or child	Group term or voluntary universal life with cash value option

How Payroll Deduction Works: Section 125 Advantage

Most Allstate Benefits products can be offered to employees through pre-tax payroll deduction under a Section 125 cafeteria plan. When an employer sets up a Section 125 plan, employee premium contributions for eligible benefits (including accident, disability, and other qualifying supplemental products) are deducted from gross pay before federal income and payroll taxes are calculated. This means:

• Employees save money because their taxable income is reduced by the amount of their benefit premium contributions
• Employers save money on their share of FICA payroll taxes for each participating employee
• Section 125 administration is straightforward and can often be managed through the employer’s existing payroll provider

Some products — particularly group term life insurance over $50,000 and post-tax disability policies that pay tax-free benefits — are better offered on a post-tax basis. Illinois Health Agents can help you determine the optimal tax structure for each benefit.

Why Supplemental Benefits Matter for Employee Retention

High-deductible health plans have become increasingly common as employers look to control major medical costs. A $3,000 individual deductible or $6,000 family deductible, while budget-friendly for the employer, can create significant financial stress for employees who experience an unexpected medical event. Supplemental benefits directly address this gap:

• A critical illness policy paying $20,000 upon a cancer diagnosis helps an employee cover their HDHP deductible, out-of-pocket maximum, and non-medical expenses like transportation and lost income during treatment
• Accident insurance helps employees who experience injuries outside of work cover the cost-sharing their major medical plan requires
• Hospital indemnity fills the income gap created by multi-day hospitalizations that trigger significant deductible and coinsurance exposure

When employees feel financially protected, they are less likely to avoid necessary medical care due to cost concerns — which can prevent minor conditions from becoming expensive chronic problems. Supplemental benefits also enhance total compensation value without adding to base salary, a meaningful recruitment and retention tool in competitive Illinois labor markets. Contact Illinois Health Agents to build a voluntary benefits package with Allstate Benefits alongside your major medical plan.