The Promise That
Outlasts Employment.
In the moments that matter most, your company's support can create a legacy of loyalty. Group Term Life isn't just a policy; it's the ultimate expression of a culture that cares.
Design Your Company's Safety Net
The Company We Keep
"Ethika helped us reallocate our mandatory EDLI budget into a GTLI plan that is now a cornerstone of our retention strategy. The process was seamless, and the value it adds to our employer brand is immense."
- Priya Sharma, HR Head, Innovatech Solutions
The Promise in Action
"When a high-performing employee at one of our client's offices suffered a fatal heart attack, the entire team was in shock. In the midst of this tragedy, we were able to support the company in delivering a ₹3 Crore cheque to the family. This immediate financial support, made possible by their comprehensive Group Term Life policy, provided a crucial safety net during an unimaginable time. The CHRO told us, 'Being able to provide that level of care demonstrated our values in a way words never could. It solidified the trust our team has in us.'"
Stories like this are why we do what we do. A Group Term Life policy isn't about statistics; it's about providing stability and security when it's needed most, turning a corporate benefit into a profound human promise.
Comprehensive Coverage, Simplified.
We've designed our Group Term Life policies to be robust, inclusive, and easy to manage.
One Master Policy
Covers all members of your group, simplifying administration and ensuring consistency.
No Medical Tests Required
Coverage up to a generous Free Cover Limit (FCL) without any medical underwriting, ensuring hassle-free onboarding.
Comprehensive Death Cover
The full Sum Insured is payable on death, whether natural or accidental, providing complete peace of mind.
Flexible Onboarding & Exits
Seamlessly add and remove members on a pro-rata basis as your team evolves.
Low Entry Threshold
A comprehensive policy can be initiated for teams with as few as 10 employees.
Tax Benefits for All
Premiums paid by the employer are a tax-deductible business expense, and the death benefit received by the family is tax-exempt under Section 10(10D).
Enhance with Optional Riders
Build a 360° safety net by adding covers for Critical Illness, Disablement (Permanent & Partial), and a daily Hospital Cash benefit.
The Ethika Red Carpet Promise
A policy is just a document. The real benefit is the support during a crisis. When your employee's family needs us, they won't navigate a call center. They will have a dedicated claims advocate—a single point of contact to handle everything with empathy and efficiency. That's our promise.
Learn More About Our ServiceThe Strategic Choice: From Compliance Cost to Culture Investment
Your mandatory EDLI contribution isn't a sunk cost—it's a budget you can reallocate. See how you can transform a compliance checkbox into a high-impact benefit that your employees will truly value.
Step 1: Your Current Reality
Enter your company's details to calculate your current mandatory annual spending on EDLI.
Step 2: The Two Paths Forward
Path A: The Compliance Choice
Replace EDLI with a superior GTLI policy providing ₹7.01 Lakhs cover per employee.
Path B: The Strategic Choice
Upgrade to a high-value policy funded by your existing EDLI budget.
An HR Leader's GTLI Implementation Checklist
A successful policy goes beyond purchase. Here are the key administrative steps we partner with you on to ensure a seamless and effective program.
-
1
Secure Nominee Declarations
Ensure a smooth and swift claims process by collecting nominee details in writing from every employee during onboarding. This is the single most important step for the family's peace of mind.
-
2
Manage the 'Actively at Work' Clause
At policy inception, declare any employees on sick or extended leave. We'll ensure their coverage begins the day they return to work, maintaining full compliance.
-
3
Oversee Free Cover Limit (FCL) Underwriting
We'll help you identify employees whose Sum Insured exceeds the FCL and manage the medical underwriting process to ensure they receive their full intended coverage.
-
4
Maintain an Advance Premium Deposit
To guarantee Day-1 coverage for new joiners, we help you manage a premium deposit with the insurer, preventing any gaps in protection as your team grows.
-
5
Champion the Benefit Internally
The value of a benefit is in its perception. We provide communication templates and support to help you clearly articulate the power of this benefit to your employees.
Your Questions, Answered.
Future Service Gratuity is a powerful, forward-thinking benefit. Standard gratuity is paid based on the years an employee has already worked. FSG, funded through a Group Term Life policy, pays a deceased employee's family the full gratuity amount they would have received if they had worked until retirement. It's a way to secure their entire planned service tenure, ensuring their family's long-term financial plan remains intact. This transforms a standard benefit into a profound gesture of long-term commitment to your employees and their families.
The process involves submitting an application to the regional PF commissioner, which we handle entirely on your behalf. We prepare the documentation, ensure your proposed GTLI scheme offers superior benefits to the EDLI scheme, and manage the submission. Our expertise makes the switch from a mandatory contribution to a strategic benefit hassle-free for your team.
This is a standard clause in group policies. It means an employee must be actively performing their regular duties on the day the policy starts or on their joining date to be covered. If they are on sick leave, maternity leave, or any other extended absence, their coverage will typically begin on the day they return to active duty. For policy renewals, we can often negotiate to have this clause waived for existing employees.
Yes, a key advantage of a Group Term Life policy is that all conditions are covered from Day 1. There are no waiting periods, providing immediate and comprehensive protection for all your employees.
Typically, individual term policies have a one-year exclusion for suicide. However, a major advantage of Group Term Life policies is that this exclusion can often be waived, providing coverage for death due to suicide from Day 1. This is a critical feature for comprehensive employee mental health support.