GroupLane helps small- to medium-sized businesses improve retention and reduce workman's compensation expenses — without adding cost to the business or work to your plate.
The Problem Most Owners Never Add Up
Losing good people doesn’t show up as a line item — it hides in overtime, training, and lost productivity. But the bill is real, and it’s bigger than most leaders think.
Average cost to replace one employee in 2026 — recruiting, onboarding, training, lost productivity, and management time.
Of employees left or considered leaving a job over weak benefits in 2025 — nearly double the 15% seen in 2024.
Reduction in workers’ comp claims reported by employers who added voluntary accident & disability coverage.
Here’s the part that changes the math: closing this gap doesn’t require a bigger payroll budget. A properly structured voluntary benefits program costs the employer nothing — and it’s one of the most direct levers you have on retention and workers’ comp exposure.
See How It WorksWhat a Benefits Program Delivers to You
The research is clear. A properly structured benefits program moves the needle on the things that actually affect your bottom line.
Companies offering personal accident coverage saw workers’ comp claims decline. Employees with personal accident policies have less incentive to misreport off-the-job injuries.
90% of employees rank benefits #2 behind pay when evaluating a job. A stronger package means fewer good techs walking out the door for greener pastures.
74% of employees who changed jobs cited benefits as a key factor in their decision. A comprehensive plan sets your offer apart from competitors who lead with pay alone.
A benefit nobody understands doesn’t retain anybody. That’s why enrollment isn’t a login screen here — every employee sits down with us, one-on-one, until it makes sense.
Employees fund their own coverage through payroll deduction. Your cost to make this available to your team: zero. Employer contribution is always optional.
Coverage That Fits Every Life Stage and Budget
Every employee chooses what fits their life and budget. They pick only what they want — and pay only for what they select.
ER visits, fractures, ambulance, follow-up care
Best for
Field workers and young families
Cash lump sum on cancer, heart attack, or stroke diagnosis
Best for
Primary earners protecting household income
Daily cash benefit during any hospital stay
Best for
Employees with high-deductible health plans
Replaces a portion of income if unable to work due to illness or injury
Best for
Workers living paycheck to paycheck
Cleanings, fillings, and major dental work
Best for
Every employee — consistently a top-requested benefit
Exams, frames, lenses, and contacts
Best for
Low cost, high value — teams on screens or in the field
Permanent death benefit + cash value that builds over time
Best for
Employees starting families or planning ahead
From Handshake to First Payroll Deduction
We handle the heavy lifting from day one. Your only ongoing role is approving payroll deductions.
We align on dates that work around your shift schedule — in-person, virtual, or hybrid.
We work with your payroll contact to establish the deduction structure. Monthly is most common; 11 pay modes available.
We prepare employee flyers, HR email templates, and supervisor talking points — delivered to your team.
We sit 1-on-1 with every employee. Each person selects or declines coverage in their own private session.
Enrollment details go to payroll. Applications go to the carrier. Employees pay per pay period. Your work ends here.