Pick the one closest to you and we show the services that fit.
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Company-paid health cover that staff use and value. We compare Vhi, Laya Healthcare and Irish Life Health side by side, explain the benefit in kind in euro, and review the plan at every renewal.
How many staff, whether partners and children are included, and what you pay today if you already have a plan.
Tax relief, contribution limits and the right plan differ between the three.
Stored securely, never sold. Used only to come back to you about your request.
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Group health insurance puts your staff on a company plan, paid for by the business. It covers hospital care, and most plans now go well past that: money back on day-to-day medical costs, digital GP appointments by phone or video, a nurse helpline and mental health support.
Irish health insurance runs on open enrolment, lifetime cover and community rating. Every insurer must accept your staff, must keep renewing their cover, and cannot charge more for the same plan because of someone's health or medical history. Policies run for 12 months, which is why the plan is worth reviewing every year rather than renewing by default.
The company pays the premium and claims the gross amount as a business expense. For the employee it is a benefit in kind. The insurer applies tax relief at source to the premium, the employer returns that relief to Revenue, and the employee pays income tax, PRSI and USC on the gross premium through payroll. The employee then claims Medical Insurance Relief at 20%, which gives part of it back.
On a €1,000 premium, the employee is taxed on €1,000 and gets a €200 tax credit. We show each employee's net cost in euro before you decide, so nobody gets a surprise on their payslip.
Plans with similar names cover different hospitals, different scans and different amounts back on day-to-day care. We line up comparable plans from VHI, Laya Healthcare and Irish Life Health, including Vhi, Laya Healthcare and Irish Life Health, and show you what each one covers and costs for your team.
At each renewal we check whether the plan still fits, whether a better match has come on the market and whether staff use what you pay for. If a comparable plan costs less, or gives more for the same price, we show you.
| Situation | What the rules say |
|---|---|
| Staff who already have their own policy | Switching within 13 weeks of the old policy ending means no new waiting periods for cover they already have |
| Staff with no health insurance | New member waiting periods can apply, up to 26 weeks for a new illness and up to 5 years for a pre-existing condition; accidents and injuries are covered at once |
| Moving to a plan with higher cover | Up to 2 years before the higher benefits apply |
| Maternity cover | Up to 52 weeks before maternity benefits apply |
Headcount, family members to include and any plan you have now.
Comparable plans side by side, with the benefit in kind for each employee in euro.
And who is covered: staff only, or partners and children too.
We handle the application and answer staff questions about cover and waiting periods.
Price, cover and use checked before you renew.
We (Richie and Nickey) received excellent pension advice that was clear, honest, and tailored to my situation. Everything was explained in a way we could easily understand, and we felt confident making decisions about my future. Highly professional service and very reassuring throughout the process.
They made setting up a company pension on a deadline extremely easy and stress free. You can tell they understand the products inside out. Very approachable, great availability for support with instant and clear answers.
True Wealth was super efficient in locating my UK pension. They were very professional and responsive in dealing with the relevant pension organization. I would highly recommend True Wealth.
Thank you for the several calls to advise me. Great client attention! Eimear is fantastic! I had my pension sorted and a few insurances arranged. All the best.
Excellent service. Always there if I had any questions, would recommend without hesitation. A 5 star service. Thank you everyone.
Straight answers with the figures. If yours is not here, a senior advisor answers it in your review.
Yes. The employee pays income tax, PRSI and USC on the gross premium through payroll, and claims Medical Insurance Relief at 20% on it.
Yes. The company can claim a deduction for the gross premium it pays for staff.
Every insurer on the Irish market, including Vhi, Laya Healthcare and Irish Life Health. We do not recommend a plan until we have compared them.
Yes. You can include family members on the company plan. The premium the company pays for them is part of the employee's benefit in kind.
Staff who switch from their own policy within 13 weeks keep credit for waiting periods already served. Staff who have never had health insurance can face new member waiting periods, though accidents and injuries are covered from the start.
Yes. An employer can pay for one medical check-up a year for each employee without benefit in kind, where the check-up is available to all staff and is a qualifying type.
Every year, before renewal. Plans and prices change, and a plan chosen years ago may no longer be the best value for your team.
Sources checked 7 October 2026.
Two minutes on the form. A senior advisor is in touch with plans from VHI, Laya Healthcare and Irish Life Health, compared.