Employee benefits insurance and group health plans in Singapore help businesses attract, retain, and support employees while managing long-term healthcare costs.
From outpatient and hospitalisation coverage to international medical plans and wellness-focused benefits, tailored employee insurance solutions improve workforce wellbeing and strengthen employer value propositions.
From solo entrepreneurs to growing SMEs, we provide customizable benefits packages that scale with your business.
Our offerings include both local and international plans, ensuring your team is protected wherever they are.
We collaborate with financially stable insurance providers, giving you peace of mind about the reliability of your employee benefits.
Recognizing that one size doesn’t fit all, our plans are adaptable to cater to the diverse needs of your workforce.
Leverage our technology-driven solutions to simplify HR tasks, from benefits administration to employee onboarding.
Measurable Impact: Every policy purchased removes ocean-bound plastic
1% of revenue directly funds environmental nonprofits.
Detailed impact reports for your sustainability metrics.
Partner with award-winning environmental initiatives.
Starting from:
Starting from:
Starting from:
No hidden fees - we earn from insurance partners, not you.
We handle all paperwork and employee enrollment.
Dedicated support team fights for your employees' rights.
Modern platform with real-time policy management.
A: Cost-neutral sustainability – we fund impact from our own fees, not your premiums.
A: Simplified process with dedicated account management
A: Quarterly sustainability reports with specific metrics for your ESG reporting
Join our sustainability impact program – only 50 companies selected per quarter
Get ahead of upcoming ESG reporting requirements
Be among the first in your industry to offer impact-driven benefits
A: Absolutely. Our scalable solutions ensure that even businesses with a single employee can provide valuable benefits without straining their budget.
A: With our international coverage options and digital platforms, administering benefits across different locations becomes seamless.
A: Yes, we prioritize flexibility, allowing employees to choose benefits that align with their personal circumstances and preferences.
A: Cover can usually start from your chosen effective date, including an employee’s first day. Waiting periods of 30 to 90 days are optional design choices, not requirements. When IPG sets up your scheme, we agree the start rules with you upfront so new hires know exactly when their cover begins.
A: Most competitive packages include health insurance (medical, dental and sometimes vision), annual leave starting at 14 days, sick leave under the Employment Act, maternity and paternity leave, bonuses such as AWS or performance bonuses, flexible work arrangements, and professional development. Many employers add wellness programmes, employee discounts or childcare support. IPG can benchmark your current package against the market so you know where you stand before renewal.
A: Yes. Most changes are made at annual renewal, but employees can usually be added or removed mid-term as people join and leave, and life events such as marriage or childbirth can trigger cover changes. IPG handles these adjustments as part of our administration service, so your team does not have to chase the insurer.
A: Confused employees create HR workload. A good plan explains coverage details, network providers, co-payments, deductibles and claim procedures in plain language. IPG provides benefit summaries and onboarding sessions for your staff, and remains the point of contact for plan questions, so those queries come to us instead of your HR inbox.
A: Yes. Candidates increasingly evaluate the total package, not just salary, and health cover is usually the benefit they weigh most. A well-designed scheme helps you compete for talent against larger employers without matching their salaries. IPG designs packages that make a strong offer at a controlled cost.
A: Companies are increasingly offering benefits that support work-life balance and wellbeing: mental health support and counselling, flexible work options, enhanced parental support, and professional development. These reflect a growing emphasis on holistic employee support. IPG can help you build the ones that fit your team into your scheme at renewal, rather than bolting them on ad hoc.
A: Talk to us. IPG provides dedicated account management for every corporate scheme: plan design, renewals, employee onboarding, claims support and day-to-day administration. You get one point of contact who knows your scheme, instead of a call centre.
A: Health cover is one of the first benefits employees compare when weighing an offer or deciding whether to stay. A group plan lowers their out-of-pocket medical costs, can extend to dependants, and shows the company invests in its people. Benefits alone do not fix retention, but a well-designed scheme can make your offer harder to leave, often at a lower cost than replacing a trained employee. The impact depends on plan design and on how clearly the benefits are communicated to your team.
