You can’t stop medical costs from increasing, and many government agencies will be forced to raise deductibles in order to keep costs in check. But you can help your employees better manage their increased out-of-pocket expenses.

It’s all about delivering creative solutions and integrating them into your benefits programs so you and your employees both win. Whether you can no longer shoulder the premiums for employee health care coverage or have already shifted costs and are looking for a softer landing to protect employees from financial exposure, a voluntary hospital confinement indemnity plan can be the ideal solution.

Hospital confinement indemnity insurance provides a lump-sum benefit to help offset the costs that aren’t covered by most major medical plans. They can help cover costly co-pays, deductibles and other expenses that come your employees’ way. With the added financial protection, your employees may be eligible to receive help covering outpatient surgery, diagnostic tests, doctor appointments and emergency room visits.

The plans are available on a group or individual basis. And there are lots of ways to customize the coverage to meet the needs of employees.

Here are some key features and comparison points to keep in mind:

Exempt from health care reform

Most hospital confinement indemnity plans are exempt from the market requirements in health care reform legislation.

Flexible underwriting

These plans are often offered on a guaranteed-issue basis and waive pre-existing conditions when participation requirements are met.

Higher benefit levels

Look for benefit levels that stay in line with health care costs nationwide and with increasing deductibles and out-of-pocket expenses.

Employer- or employee-paid

You can pay all or part of the premiums or allow employees to pay them.

No lifetime maximum

There’s no lifetime limit on payments made to employees.

Benefits aren’t tied to major medical claims

Employees can use the plan’s benefits any way they choose, including nonmedical expenses such as day care, groceries and utility bills.

Benefits are paid regardless of other coverage employees may have

Voluntary plans pay in addition to existing coverage employees already own.