Death in service insurance can provide meaningful financial protection for employees’ families. But that value is harder to realise if employees do not know what cover they have, how it works or where to find the details.
The same applies to wider group risk benefits such as group income protection and group critical illness insurance.
GRiD research published in September 2026 found that only 18% of employees whose company offers benefits said they were fully aware of everything available to them, while 10% said they were unaware of any. Separately, 38% of employers said they leave benefits take-up for employees to initiate themselves.
For reward and benefits teams, the practical question is straightforward:
Do employees understand the protection available well enough to know when it may be relevant and what to do next?
What is death in service insurance?
Death in service insurance is commonly used to describe employer-provided life cover, usually arranged through a group life assurance scheme.
If an eligible employee dies while covered, the scheme provides a death benefit in accordance with its rules.
This differs from personal life insurance, which an individual takes out independently.
Employees should also know how to record or update their wishes about potential beneficiaries. Many schemes use an expression of wish or beneficiary nomination form.
The effect of that form depends on the scheme structure. In a discretionary trust, for example, trustees may retain discretion over who receives the benefit and in what proportions.
Communications should therefore explain the process accurately rather than imply that a nomination automatically determines who will be paid.
How does group income protection insurance differ?
Group income protection insurance is designed to provide income when illness or injury prevents an employee from working for a prolonged period, subject to the policy terms.
Its purpose is different from death in service insurance, but the awareness challenge is similar.
Employees may have little reason to investigate the detail until illness affects their ability to work.
Royal London’s 2026 Financial Resilience research found that 19% of UK adults could cover their bills for one month or less if their income stopped because of illness.
That makes it useful for employees to know whether income protection is available and where to find the details before an absence becomes prolonged.
Where does group critical illness insurance fit?
Group critical illness insurance can provide a lump sum to an eligible employee following diagnosis of a covered serious medical condition or a specified procedure, subject to the policy definitions and conditions.
The three benefits serve different purposes:
- Death in service or group life assurance provides a benefit following an eligible employee’s death.
- Group income protection can provide continuing income during a qualifying period of illness or injury.
- Group critical illness insurance can provide a lump sum following a covered diagnosis or procedure.
The exact cover depends on the employer’s policy and scheme rules.
For reward teams, that distinction matters. A single message about “financial protection” can leave employees no clearer about what each benefit actually does.
Why can passive communication create an awareness problem?
Group risk benefits may only become relevant to employees at particular points in their working lives.
If information is provided only during onboarding or through static benefits materials, employees may not remember what cover is available when they need it.
Regular communication can help reinforce:
- What each benefit covers
- Who is eligible
- Where employees can find further information
- What they need to do if they want to access support or make a claim
The aim is to make the benefits easy to recognise and understand when they become relevant.
When to communicate group risk benefits
Group risk benefits may become relevant at different points in an employee’s working life. Providing information at more than one stage can help employees understand what cover is available and where to find it.
Joining the organisation
Use onboarding to explain:
- What the benefit provides
- Who is eligible
- Where to find full scheme information
- Whether the employee needs to take any action
The annual benefits cycle
An annual reminder can help keep benefits visible. Use it to confirm key information, share current scheme documents and explain any changes.
Life events and changes
Marriage, civil partnership, becoming a parent or a significant change in salary or role may prompt employees to review their financial protection.
Where relevant, remind them what cover is available and whether any information needs updating.
The start of a longer-term absence
For group income protection, employers should understand when an absence needs to be referred or notified and what support may be available before a claim is made.
HR teams and relevant managers should know the referral process and where specialist support is available.
A claim, diagnosis or bereavement
At a difficult moment, communication needs to become direct, clear and sensitive.
Employees or their families should be able to understand who to contact, what information may be required, what happens next and which additional support services may be available.
Services included alongside group risk cover
A group risk policy may include services beyond the insured benefit, such as:
- Employee assistance
- Bereavement support
- Rehabilitation
- Wellbeing resources
- Helplines
- Manager guidance
Providers may also offer employee guides, intranet content, email wording and online sessions.
Reward teams should establish which services are included, who can access them and whether provider materials need adapting to reflect the organisation’s own scheme.
How to measure employee understanding
Communication activity alone does not show whether employees understand the benefit.
Useful measures can include:
- Awareness: do employees know what protection benefits are available?
- Understanding: can they distinguish between death in service, group income protection and group critical illness?
- Nomination information: are relevant details kept up to date?
- Support-service usage: are additional services being accessed?
- Referral timing: are relevant absences being referred at the right stage?
- Content engagement: which guides or resources are employees using?
The more useful test is whether employees know what support is available and where to find it when required.
What should reward teams ask group risk providers?
Communication should be part of a provider review or renewal discussion, not an afterthought once the group risk cover is in place.
Useful questions include:
- What communication materials are included, and can they be adapted?
- What support is available for onboarding and ongoing communications?
- How should HR teams and managers use referral routes for group income protection?
- Which additional services are included, and who can use them?
- What aggregate usage or referral information is available?
- How are materials updated when policy terms or services change?
- What support is available during a claim?
These questions help employers compare not only the cover itself, but how it will work in practice.
Continue the conversation on employee protection
Group risk benefits are most useful when employees understand what cover is available, how the benefits differ and where to find support when they need it.
For reward and benefits teams, that means treating communication as part of the benefit itself, not simply as an annual reminder.
The Employee Benefits & Rewards Forum brings senior HR, Reward and Benefits professionals together with relevant providers through pre-arranged one-to-one meetings.
Organisations reviewing death in service, group income protection, critical illness cover or benefits communication can meet relevant providers and explore those priorities in more detail.
Frequently asked questions
What is death in service insurance?
Death in service insurance is commonly used to describe employer-provided life cover, often through a group life assurance scheme. It provides a benefit if an eligible employee dies while covered, subject to the scheme rules.
Is death in service the same as personal life insurance?
No. Death in service cover is linked to an employer’s scheme, while personal life insurance is a policy taken out by an individual.
Eligibility, the amount of cover and the way benefits are administered can therefore differ.
Do employees need to do anything to be covered?
It depends on the scheme.
Some employees may be covered automatically, while others may need to make selections or provide information. Employees may also be asked to complete an expression of wish or beneficiary nomination form.
Employers should explain what that form does under their particular scheme rather than suggesting it always creates a binding instruction.
What is the difference between group income protection and group critical illness cover?
Group income protection can provide continuing income during a qualifying longer-term absence caused by illness or injury.
Group critical illness cover can provide a lump sum following a covered diagnosis or procedure.
Both are subject to their own policy definitions, eligibility requirements and conditions.
How often should employers communicate group risk benefits?
There is no single frequency that suits every workforce.
A practical approach is to include clear information at onboarding, revisit it during the annual benefits cycle and communicate again when scheme changes, life events, absence or claims make the benefit particularly relevant.
The aim should be useful repetition rather than communication for its own sake.
Image credit: https://unsplash.com/photos/man-in-suit-holding-clipboard-talking-to-woman-w7rKpNn53t4
