An executive health package is not „the same, just pricier". Its contents differ, its function differs – and it plays a different role in compensation than the base tiers.
What does it include that the base does not?
- Executive-depth annual protocols: cardiac stress tests, full labs, imaging – not a 20-minute basic screen.
- Inpatient and surgical covers with higher limits.
- Second medical opinion for serious diagnoses – potentially with international experts.
- Reimbursement freedom: executives can keep their own trusted doctors.
- Often: family inclusion options on better terms.
Why it pays off for the company
An executive’s absence is the most expensive absence – and at executive age, prevention is no longer theoretical. The annual deep screening is the best example: a problem caught in time prevents weeks of absence instead of months. Beyond that, the executive package is a highly communicable, hard-to-copy element of compensation – a tangible argument in key-person negotiations.
Fitting it into the tier system
The typical structure is three-tier: staff base, middle-management extended, executive premium. Boundaries must be fixed by objective criteria (role, grade) – also a tax requirement (collective umbrella). Tier upgrades tied to promotion make the package part of the career path. More on tiers: the four tiers.
What does it cost?
Executive packages typically run at a multiple of extended tiers – but the budget spreads over few people, keeping company-level cost moderate. Exact numbers come from proposals; our budget-level examples show executive magnitudes in the HUF 500k band.
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