HR is enthusiastic, the MD is open – then comes the CFO, and the questions. Rightly: asking them is the job. Here are the seven typical questions and the answers to arrive prepared with.
1. „What is the total annual cost, all-in?"
The programme's cost is essentially the premium plus the 33.04% burden; insurers typically don't charge an entry fee, and the monthly administration is a routine that takes a few minutes – for family-member premiums, it's worth checking the corporate-tax treatment with your accountant. For a 50-person base-tier programme the magnitude is around 1-2% of payroll.
2. „Why not just pay it as salary?"
Because the same employee value costs over 20% more as salary – breakdown in the pay rise vs insurance article. Plus salary gets absorbed; the benefit re-delivers value at every use.
3. „What is the return?"
International and domestic HR estimates typically put replacement cost in the range of several months' salary (with significant variance by role). Worth running with your own payroll data – we help with this at the consultation.
4. „What if it gets pricier next year?"
Renewal indexation is real but controllable: we review the index letter on request and request fresh quotes or re-tender on excessive increases. Details in the renewal article.
5. „How locked in are we? Can we exit?"
Contracts typically run in annual cycles, adjustable or terminable at renewal – not a ten-year commitment. Headcount moves are settled by monthly premium corrections.
6. „What is the tax-side risk?"
There is one real risk: reclassification of a badly structured contract (collective umbrella). With a properly built group contract under the Civil Code this is a managed risk – structuring is our responsibility.
7. „Why this price? Did we run a competition?"
Yes: 9 health insurers’ offers in one table, broken down by premium, contents and limits. The table is made for the CFO: a decision document, not marketing. The method here.
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