Every employee benefits conversation.
Every employee benefits conversation.
Explained. Without a whiteboard.
Explained. Without a whiteboard.
Free for 14 days.
22
22
Videos in this category
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3-5
3-5
Minutes per video
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150+
150+
Total platform videos
Most advisors know their products cold. The gap is what happens after the meeting — when clients forget, second-guess, or go quiet. These videos close that gap. Each one is designed to be sent the same day as your conversation, reinforce the concept in plain language, and keep the client moving forward — without requiring you to be on camera.
THE PROBLEM
Employee benefits are among the most complex conversations advisors have. Business owners want to do right by their employees — but they don't understand the options, the tax implications, or the liability.
THE GAP
Most insurance agent marketing for group benefits relies on long proposals that business owners don't read. Decision-making stalls because no one has explained it clearly — in their language, in their time frame.
THE SOLUTION
Send a 3-minute video after the discovery call. The right video, matched to the exact concern they raised — fiduciary liability, disability coverage gaps, executive retention, healthcare costs — closes the education gap before the next meeting.
22 VIDEOS · EMPLOYEE BENEFITS
A video for every employee benefits conversation you're already having with business owners
A video for every employee benefits conversation you're already having with business owners
The employee benefits library covers two audiences: employer-facing videos for business owners, HR directors, and CFOs making plan design decisions; and employee-facing videos for open enrollment and voluntary benefits campaigns. Each card includes the public title (what the recipient sees), the advisor context (when to use it), and a specific "Send when" trigger. Videos are organized into four conversation tracks: Healthcare Design, Income Protection, Retirement & Executive Benefits, and Voluntary Benefits.
TRACK 1 - HEALTHCARE DESIGN: GROUP HEALTH PLANS AND COST CONTROL
ICHRA
Minimize Your Company Healthcare Benefit Expense
ICHRA: employer sets a fixed monthly reimbursement allowance per employee class (e.g., $500 full-time, $300 remote). Employees purchase any ACA-compliant individual plan and submit proof of premium for reimbursement. Employer contributions are fully tax-deductible; reimbursements are tax-free to employees. No carrier negotiations, no claims processing, no network design. Employees may also qualify for ACA premium tax credits beyond the allowance. Real example: 120-employee tech firm replaced $1.2M group premium with $792K ICHRA allowance — 34% savings, 80% reduction in HR admin time, +25% employee satisfaction.
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Send when: A business owner is frustrated with rising group health insurance premiums or the administrative burden of managing a traditional group plan. The ICHRA conversation is best with companies of 5–500 employees.
HEALTHCARE REIMBURSEMENT (HRA)
Tax Benefits of Healthcare Reimbursement Accounts
Section 105 HRA: switch from a low-deductible plan to a high-deductible plan, cutting premiums up to 40%. Redirect savings into an employer-funded HRA pool that reimburses employees for actual out-of-pocket expenses tax-free. Unused funds stay in the employer's account and roll over. Over 5 years, average net savings of 26% annually. Real case: Mark analyzed 5 years of claims, found less than 20% of premium dollars went to actual claims, restructured deductible, saved 38% on premiums, reimbursed 12% in actual claims, netted 26% savings every year.
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Send when: A small business owner is overpaying for a comprehensive group plan relative to their employees' actual claims history — especially companies with younger or healthier workforces.
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Watch the rest of these videos, plus 150+ more!
Watch the rest of these videos, plus 150+ more!
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Full access to all videos and categories
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Immediately use in your client meetings + follow-ups
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New videos added regularly
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It's free to join and there's no contract, cancel anytime.
HDHP WITH HSA
Healthcare Savings Accounts with Major Medical Plans
Low deductibles + small copays inflate group premiums by up to 40% by encouraging minor claims. HDHP + HSA strategy: raise the deductible, lower the premium, fund employee HSAs with part of the savings. Triple tax advantage: contributions deductible, growth tax-deferred, qualified withdrawals tax-free. HSA pays for deductibles, copays, dental, vision, chiropractic, prescriptions. Funds roll over indefinitely and stay with the employee. Real case: 20-person company switched PPO to HDHP/HSA — premiums dropped 37%, company contributed $1,200/year to each employee's HSA, redirected $42,000/year in savings to wellness bonuses.
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Send when: A business owner wants to reduce premium costs while giving employees more control over their healthcare dollars. Particularly effective when the workforce is relatively young and healthy.
ACA BENEFITS EXCHANGE
One Stop Shopping for Employee Healthcare Benefits
Private benefits exchange: employer sets a fixed monthly credit per employee. Employees use the credit to shop for ACA-compliant health plans on an online marketplace, pay the difference via payroll deduction if they want a more comprehensive plan, and add voluntary benefits (dental, vision, life, disability, chiropractic). Can also fund HSA or FSA contributions through the same platform. Employer benefit: cost is precisely the sum of credits — no surprise claims spikes. Case study: Horizon Staffing (50 employees) — 92% enrolled in first 30 days, HR saved 40+ admin hours/month, 87% rated experience as "much better."
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Send when: A business owner wants to offer a wider range of benefits without managing multiple carriers, or is looking to shift some cost to employees while still providing choice and a strong value proposition.
SMALL GROUP ACA
Small Business Options for Healthcare Benefits
Four ACA-compliant strategies for businesses with fewer than 50 employees (who are not required to provide health insurance): Option 1 — HDHP + HSA (employer funds plan, employees fund HSA with pre-tax dollars). Option 2 — Section 105 HRA (high-deductible plan + employer reimbursement account). Option 3 — Section 125 plan (richer plan, employees pay their share via tax-exempt payroll deduction). Option 4 — ACA Exchange Reimbursement (employer increases compensation, employees shop individual plans on the ACA exchange). Hybrid strategies can serve different employee classes differently. Case study: 30-person design firm saved 22% vs. prior group plan using a hybrid approach.
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Send when: A small business owner with fewer than 50 employees doesn't know their options beyond a standard group plan and is either going without or overpaying.
SPLIT FUNDED PLANS
Reduce the Cost of Healthcare Benefits with Split Funding
ACA community rating means healthy companies subsidize sicker groups — driving up premiums by 10–30% for companies with healthy workforces. Split-funded (partially self-funded) plan: employer retains approximately 60% of what they'd normally pay in premiums to pay minor claims internally; remaining 40% goes to a carrier for catastrophic claims. If claims are less than the retained portion (common for healthy groups), the employer keeps the difference. Same coverage, same deductibles, same network — just funded differently. Ideal for companies with 50+ employees and a relatively healthy workforce.
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Send when: A company with 50+ employees has a younger or healthier workforce and is frustrated that their premiums don't reflect their actual claims history.
GROUP TELEMEDICAL
Reduce the Cost of Healthcare with TeleMedical Benefits
Group telemedicine: low per-employee subscription ($8–$15/month) gives employees 24/7 access to board-certified physicians by phone or video, no per-visit charges, bypasses deductibles entirely. 70%+ of routine consultations can be resolved virtually. Real data: 150-employee firm (TechStart Inc.) — 30% utilization in Year 1, 18% drop in urgent-care and ER visits, $90,000 claims savings, 7% premium reduction at next renewal, 94% employee satisfaction, +32 point improvement in benefits survey scores.
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Send when: A business owner wants to add a tangible, high-utility benefit that visibly reduces both their claims costs and their employees' out-of-pocket expenses — at a fraction of the cost of most benefit upgrades.
TRACK 2 - INCOME PROTECTION
GROUP STD
Employee Paycheck Protection
70%+ of American employees live paycheck to paycheck. 11% of employees aged 20–60 experience a temporary disability each year. Worker's Comp covers less than 10% of disabilities (job-related only). SSDI requires one year of disability and is frequently denied. Group short-term disability insurance: begins when PTO runs out, replaces income for up to 12 weeks. Covers maternity leave, surgical recovery, accidents, back injuries, chemotherapy, rehab, and prolonged illness. Cost: often under $10–$15 per employee per month. Case study: Michelle, 34, minor surgery requiring 3-week recovery — STD replaced two weeks of income, kept her on the team and focused on healing.
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Send when: A business owner hasn't considered what happens when an employee can't work for weeks but isn't permanently disabled. Especially powerful for companies where hourly or salaried employees live close to their income margins.
GROUP LTD
Income Protection for Employees
11% of US workers aged 20–60 experience a long-term or permanent disability before retirement. 3 in 10 will be out of work for 3+ months due to disability before they retire. 48% of home foreclosures are linked to long-term illness or injury. 17% of personal bankruptcies stem from extended medical leave. Group LTD: replaces 60–70% of an employee's income for up to 5 years. Tax-deductible to the employer, non-taxable when employee-funded. Case study: Linda, 42, office manager — migraines and depression, eventually unable to work. Social Security denied twice. Without LTD, maxed out credit cards, sold second car, withdrew from IRA. With Group LTD: would have received 70% of salary for years — mortgage current, retirement intact.
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Send when: A business owner has a moral sense of responsibility to their team but hasn't thought about what happens when an employee has a 1–3 year disability. The "imagine telling that employee they have no income" conversation.
GROUP LIFE INSURANCE
Final Expense Benefit for Employee Families
1 in 10 employees dies before reaching retirement age. Funeral and final expense costs routinely reach $30,000–$40,000. Many employees carry no personal life insurance or insufficient coverage. A $50,000 group term life benefit (the maximum tax-free limit per IRS rules): fully tax-deductible to the employer, tax-exempt benefit for the employee, death benefit tax-free to the family. Helps the surviving family cover funeral costs, medical bills, credit card debt, and short-term living expenses. One of the highest perceived-value, lowest-cost benefits an employer can offer. Employees consistently report it makes them feel valued.
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Send when: A business owner hasn't added group life insurance to the benefits package — especially common in small businesses where this is overlooked. It's one of the easiest benefit additions with the highest employee goodwill per dollar spent.
GROUP INDEMNITY
Tax Free Cash for Employee Healthcare Expenses
Average American family pays $4,500+/year in medical expenses on top of health insurance premiums. 55%+ of working households have received a medical bill they couldn't afford to pay. Group Cash Indemnity Plans: pay employees tax-free cash upon specific medical events — daily benefit for each night hospitalized, lump sum for specific injuries (concussion, fracture), or payout upon diagnosis of cancer, Parkinson's, MS, and other major illnesses. Payments go directly to the employee with no restrictions on use — mortgage, childcare, groceries, income replacement. Pairs effectively with HDHPs and HSAs. Case study: Jake, 38, fractured arm and concussion from parking lot fall — received $2,650 in tax-free indemnity cash to cover deductible, copays, and two weeks of lost wages.
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Send when: A business owner whose employees are on high-deductible health plans — the indemnity plan fills the gap between coverage activation and the deductible being met, reducing employee financial stress significantly.
TRACK 3 - RETIREMENT AND EXECUTIVE BENEFITS
401K PLAN ROLLOVER
Your Company's 401k Plan Fiduciary Liability
Plan sponsors have legal fiduciary responsibility under ERISA to minimize fees and act solely in participants' interests. Fees of 2–3% annually reduce employee retirement savings by 30–40% over a career. ERISA violations invite regulatory audits and lawsuits. Two-part solution: (1) Switch to flat-fee administration — transparent, fixed cost rather than asset-based percentage charges. (2) Offer indexed retirement contracts as an optional rollover — no asset-based fees, no investment risk, guaranteed 0% floor, can convert to guaranteed lifetime income at retirement. The rollover option is outside the plan and doesn't require ERISA compliance or 5500 filing.
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Send when: A business owner or HR manager is responsible for a company 401k and doesn't know their fiduciary exposure — or suspects they're paying too much in fees. One of the highest-urgency employer conversations because the liability is ongoing and real.
SIMPLE 401K PLAN
Low-Cost, Low-Risk "Simple" 401(k)
Typical 401k fees of 2–3% compound to erase 20–40% of employee savings over 30 years. Simple 401k for employers with fewer than 100 employees: use indexed annuities (not mutual funds) as the primary investment option — 0% loss floor, index-linked interest, zero ongoing AUM fees, guaranteed lifetime income option at retirement. Reduces required investment alternatives to as few as two, meets IRS safe-harbor rules, often exempts plan from annual nondiscrimination testing, lowers DOL reporting. Case study: Artisan Woodworks (75 employees) — fees dropped from $150K to $40K annually ($110K total employee savings), 92% employee satisfaction with guaranteed-growth option.
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Send when: A small business owner is overwhelmed by 401k complexity and fees and needs a simpler, lower-cost structure that still delivers strong employee value.
CASH BALANCE PLAN
Increase 401k Contributions for Executive Management
Business owners earning $20,000+/month are limited to the same 401k contribution caps as younger lower-paid employees — but they have fewer years to compound and can afford to save more. Cash Balance Plan: IRS-approved layer added on top of an existing 401k/profit sharing plan. Tax-deductible contributions by age: $134,000 at 40 / $192,000 at 50 / $287,000+ at 60. Younger lower-paid employees remain capped at much lower amounts — fully compliant with non-discrimination testing. Plan growth: conservative 4–5% crediting rate, no market risk. At retirement, converts to guaranteed monthly income for life. Requires a licensed pension actuary for administration.
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Send when: A business owner or working partner is maxing out their 401k and wants to dramatically increase their tax-deductible retirement contributions — especially those over 50 who need to catch up.
SOLO 401K PLAN
Special 401(k) for Business Owners Without Full Time Employees
Solo 401k: exclusively for self-employed professionals and solo business owners with no full-time non-union employees other than themselves and a spouse. Dual contribution power: as the employee, defer up to the standard 401k limit + $6,000 catch-up (age 50+); as the employer, contribute up to 25% of compensation as profit sharing — total far exceeds what an IRA or SEP allows. Spouse who earns income can double the contribution limits. Traditional or Roth structure (or both). Completely discretionary year-to-year — contribute maximum in profitable years, reduce in lean years. Emergency loan access: borrow up to $50,000 or 50% of vested balance for any purpose. No annual filing required until assets exceed $250,000.
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Send when: A self-employed professional, independent contractor, or solo business owner is using a standard IRA or SEP and doesn't know about the dramatically higher contribution limits available to them through a Solo 401k.
SALARY CONTINUATION
Executive Security Compensation
Salary Continuation Plan: a private contractual agreement between the company and selected executives guaranteeing continued monthly salary after retirement, disability, or death — but only if the executive remains until a specified date (powerful retention lock). All benefits fully insured: company pays life and disability insurance premiums, receives tax-free insurance proceeds, pays deductible salary benefits to the executive or their family. No ERISA compliance, no 5500 filing, no administrative overhead. Completely customizable per executive. Case study: Matt & Chris (medical supply distribution) — three executives covered. Melanie's accident: $7,000/month tax-free to business, deductible salary paid while hiring replacement. Jerry's death: $1M tax-free to company, paid widow $7,000/month for 10 years. Roger's retirement: $7,000/month for 18 years. Company recovered every dollar through the insurance design.
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Send when: A business owner has one or more key executives they're concerned about retaining and wants a benefit that provides meaningful security while creating a contractual retention incentive no competitor can easily match.
EXECUTIVE MERP
Tax-Exempt Executive Medical Reimbursement
Executive Medical Expense Reimbursement Plan (MERP): a standalone reimbursement vehicle under IRC Section 105 that selectively reimburses a defined class of executives for healthcare expenses (premiums, deductibles, out-of-network care, concierge medicine, travel to centers of excellence, dental, vision, alternative therapies) on a tax-free basis. Employer premiums are tax-deductible business expenses; employee reimbursements are excluded from taxable income. Eligibility defined by job level, title, location, or performance metrics — not available to all employees (legally discriminatory). Administration can be outsourced to a TPA. Case study: 200-employee tech firm, C-suite + principal engineers, $50,000 annual cap per executive — $35,000 average spend, cited as deciding factor in hiring 3 former Google VP-level engineers, executive turnover dropped from 12% to 4%.
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Send when: A company is competing for senior talent and needs a differentiated benefit that standard group coverage can't provide — especially useful for companies in competitive recruiting markets.
TRACK 4 - TAX EFFICIENT ADD-ONS
VOLUNTARY BENEFITS
Allow Employees to Select the Benefits They Want
50%+ of American workers would leave their job for better benefits — even at a 10% pay cut. Most workers who don't receive supplemental benefits through work don't get them at all. Voluntary benefits program: employer makes a full suite of supplemental coverages available at work via payroll deduction — dental, vision, short and long-term disability, critical illness, long-term care, life insurance, retirement savings. Zero cost to employer. UNUM survey: voluntary benefits increase job satisfaction by 58%; 67% of employees say they work harder when they have payroll deduction benefits access. Case study: 22-person law firm, zero employer contribution — all 22 employees enrolled in at least one benefit, 19 in multiple, 15 started IRA contributions via payroll.
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Send when: A business owner can't afford to add more employer-funded benefits but wants to improve their benefits package and retention without adding cost. The "offer more without spending more" solution.
PAYROLL DEDUCTION
Employee Benefits thru Tax Exempt Payroll Deduction
Section 125 Cafeteria Plan: employees pay for qualified benefits using pre-tax payroll deductions — before income and payroll taxes are calculated. Pre-tax benefits include medical, dental, vision, term life, disability income, critical illness, accident plans, HSAs, and dependent care. Savings to employees: 18–42% depending on tax bracket. Savings to employer: 7.65% less in payroll taxes on every dollar employees contribute via pre-tax deduction. Tax savings on both sides typically exceed the cost of plan administration — effectively cost-neutral or better for the employer. Case study: ABC Logistics (70 employees) — shifted 30% of cost to employees via Section 125, employee payroll taxes dropped, participation rate in benefits increased (not decreased), employer saved $18,000+/year in payroll taxes.
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Send when: A business owner needs to share some benefit costs with employees but doesn't want employees to feel the full financial impact. Section 125 makes cost sharing more acceptable by reducing the tax hit on employees' contributions.
FLEXIBLE SPENDING ACCOUNTS
Reduce Payroll Taxes with Flexible Spending Accounts
Two FSA types: Healthcare FSA (covers deductibles, copays, prescriptions, dental, vision — up to $2,700 individual / $5,400 family) and Dependent Care FSA (childcare, before/after school programs, summer day camps, elder care — up to $5,000/household). Both funded via pre-tax payroll deductions, reducing taxable income by the contribution amount. Employee tax savings: 18–42%. Employer tax savings: 7.65% on every employee contribution — reduces FICA liability. Healthcare FSA funds are available immediately at the start of the year; Dependent Care FSA builds as contributions are made. Use-or-lose rule: employer may offer $570 carryover or 2.5-month grace period. Combined example: $2,700 Healthcare + $5,000 Dependent Care FSA — employee saves $2,310/year, employer saves $590/year.
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Send when: A business owner hasn't added FSAs to the benefits package — especially those with employees who have young children or high healthcare out-of-pocket costs. One of the easiest and most universally appreciated tax-saving additions to any benefits package.
GROUP DENTAL & VISION
Do Your Employees Want Dental and Vision Care?
Dental and vision rank among the top four most desired employee benefits after medical coverage, salary increases, and 401k matching. College graduates consistently list them as deal-breakers when evaluating job offers. 8 in 10 employees would enroll in voluntary dental or vision if offered by their employer. Low-cost implementation option: offer voluntarily via payroll deduction — employer gains the recruitment and retention value at zero cost. Group pricing makes the plans affordable even when fully employee-funded. Dental benefits: Type 1 (preventive, 90–100% covered), Type 2 (basic restorative), Type 3 (major restorative), Type 4 (orthodontics). Case study: 20-person accounting firm — added voluntary dental and vision, 90% dental / 75% vision participation in first quarter, zero employer cost, turnover decreased, recruitment improved.
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Send when: A small business owner is losing employees or candidates to competitors who offer dental and vision — or simply hasn't added these benefits yet because they assumed they couldn't afford to fund them. The voluntary option removes the cost barrier entirely.
IDENTITY THEFT PROTECTION
Identity Theft Protection
9 million Americans are victims of identity theft each year (7% of all adults over 16). The FTC calls it the fastest-growing crime in the US. Can start from a lost wallet, stolen mail, data breach, or discarded credit card offer. Consequences: drained bank accounts, false tax returns, fraudulent credit lines, damaged credit scores, even criminal record alterations. Protection services: monitor all three major credit bureaus, flag suspicious activity immediately, alert by email/text, freeze activity. Restoration: dedicated expert handles remediation, plus up to $1M in reimbursement for stolen funds, legal fees, and recovery expenses. Cost: approximately $20/month. Available as a voluntary employee benefit via payroll deduction. Case study: James, 45, good credit — shredding failure led to $9,000 fraudulent charges, fake tax return, 120+ point credit score drop. ID protection caught it immediately, froze bureaus, assigned restoration expert.
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Send when: Offering as a voluntary benefit option to employees — especially those with good credit, regular paychecks, or professional roles where identity is more valuable to potential thieves. Also a strong self-send for any advisor who has clients with significant assets.
video_library
Watch the rest of these videos, plus 150+ more!
Watch the rest of these videos, plus 150+ more!
check
Full access to all videos and categories
check
Immediately use in your client meetings + follow-ups
check
New videos added regularly
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It's free to join and there's no contract, cancel anytime.
FOR INSURANCE AGENTS AND FINANCIAL ADVISORS
How to build a B2B employee benefits practice with these videos
How to build a B2B employee benefits practice with these videos
Employee benefits cases move differently than individual insurance sales. The decision-maker is an employer, not an individual. The timeline is longer, the stakeholders are multiple, and the purchase involves reviewing, comparing, and sometimes restructuring existing plans. These videos compress the education cycle significantly.
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Match the concern, not the product
When a business owner mentions "fiduciary risk" — send the 401k Fiduciary video. "Costs are going up" — send the ICHRA or Split-Funded video. "I need to retain my VP" — send the Salary Continuation or Executive MERP video. Lead with their concern.
SAME DAY AS DISCOVERY CALL
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Let the video do the pre-meeting work
Send two videos maximum — one for the immediate concern and one that opens the next conversation. The goal is for the owner to walk into the next meeting having already understood the concept, not having already decided.
DAY 3-10 AFTER THE MEETING
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Use employee-facing videos at open enrollment
The voluntary benefits, payroll deduction, identity theft, dental, vision, disability, and indemnity videos can be sent directly to employees during open enrollment. They explain the benefits clearly and drive participation without requiring the employer to present anything.
AT OPEN ENROLLMENT
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Layer conversations over a quarter
A business owner won't restructure their entire benefits package in one meeting. Use a sequence: healthcare design first, then income protection, then retirement and executive benefits. Each video plants the next conversation.
ONGOING; QUARTERLY CADENCE
Want the full employee benefits sequence automated?
Want the full employee benefits sequence automated?
Advisor Growth members get done-for-you campaign execution — the right employee benefits video delivered to the right business owner at the right moment, automatically. Build a complete B2B content marketing sequence without managing a single send manually.
Frequently asked questions
Frequently asked questions
How do advisors use employee benefits videos in conversations with business owners and HR managers?
How do advisors use employee benefits videos in conversations with business owners and HR managers?
Advisors use WebPrez employee benefits videos to explain complex benefit designs to business owners and HR managers without requiring long in-person presentations. Each video covers a specific benefit type — from short-term disability insurance and group term life insurance to ICHRA, cash balance plans, and flexible spending accounts — with clear explanations of cost, tax treatment, employer liability, and employee value. Advisors send the relevant video the same day as a discovery call or meeting, so the decision-maker can review it before the follow-up conversation.
What is the difference between short-term disability and long-term disability insurance for employees?
What is the difference between short-term disability and long-term disability insurance for employees?
Short-term disability insurance provides income replacement for temporary disabilities that prevent an employee from working for weeks to up to twelve weeks, typically beginning after paid sick days and PTO are exhausted. Long-term disability insurance provides income replacement for extended disabilities lasting months or years, typically covering sixty to seventy percent of an employee's income for up to five years or longer. Both are available as group plans through employers and are among the most valued — and most underutilized — employee benefit options for working adults.
What is an ICHRA and how does it differ from a traditional group health plan?
What is an ICHRA and how does it differ from a traditional group health plan?
An Individual Coverage Health Reimbursement Account (ICHRA) allows employers to set a fixed monthly reimbursement allowance for each employee class rather than sponsoring a single group health plan. Employees purchase any ACA-compliant individual plan and submit proof of premium to receive reimbursement through payroll. Unlike traditional group plans, ICHRAs give employees the freedom to choose a plan that fits their personal situation while giving employers predictable, fully tax-deductible costs with no surprise claims or renewal negotiations. ICHRAs replaced older HRA structures and represent one of the most significant shifts in small business health benefits in recent years.
Are these videos appropriate to send to HR managers and business owners, or are they designed for employees?
Are these videos appropriate to send to HR managers and business owners, or are they designed for employees?
The WebPrez employee benefits library is split between employer-facing and employee-facing content. Employer and HR-facing videos — including 401k fiduciary liability, cash balance plans, ICHRA, split-funded health plans, ACA exchange strategy, and executive benefits — are designed to be sent to business owners, HR directors, and benefits decision-makers. Employee-facing voluntary benefits videos — including group indemnity, short-term disability, identity theft protection, and payroll deduction benefits — are designed to be sent directly to employees during open enrollment or after a benefits presentation.
How many total videos are in the WebPrez library?
How many total videos are in the WebPrez library?
The WebPrez library contains 150+ client education videos across ten categories: Family Life Insurance, Retirement Life Insurance, Estate Life Insurance, Business Life Insurance, Fixed and Indexed Annuities, Healthcare Insurance, Employee Benefits, Financial Security, Recruiting, and Referrals.
The employee benefits category contains 22 videos covering 401k and rollover options, ACA benefits for small businesses, cash balance plans for executive retirement savings, executive MERP, flexible spending accounts, group dental, vision coverage and more!
The employee benefits category contains 22 videos covering 401k and rollover options, ACA benefits for small businesses, cash balance plans for executive retirement savings, executive MERP, flexible spending accounts, group dental, vision coverage and more!
Employee benefits videos for insurance agents and financial advisors
WebPrez provides insurance agents and financial advisors with 20 done-for-you client education videos covering the full range of employee benefits conversations with business owners and HR managers. The employee benefits video library includes content on short-term disability insurance and long-term disability insurance, group term life insurance, group cash indemnity plans, ICHRA individual coverage health reimbursement accounts, Section 105 healthcare reimbursement arrangements, HDHP with HSA strategy, ACA benefits exchange platforms, small group ACA options for companies under 50 employees, split-funded partially self-funded healthcare plans, group telemedicine benefits, 401k fiduciary liability and rollover options, simple 401k with indexed annuities, cash balance plans for executive retirement savings, solo 401k for self-employed professionals, salary continuation executive plans, executive MERP medical expense reimbursement, voluntary benefits programs, Section 125 payroll deduction cafeteria plans, flexible spending accounts, group dental and vision coverage, and identity theft protection. Each video is delivered through a branded advisor landing page and integrates with any email marketing campaign or automated follow-up sequence.
How employee benefits videos support advisor marketing strategy
Employee benefits cases involve multiple stakeholders, longer timelines, and more complex decisions than individual insurance sales. The most common failure point in B2B benefits selling is the education gap between what the advisor proposes and what the business owner actually understands well enough to act on. WebPrez employee benefits videos close that gap systematically — each video explains a specific benefit design in plain language, covers the employer's tax treatment and compliance obligations, and connects the benefit to what the employer cares about most: controlling costs, retaining employees, and reducing liability. Advisors who use the employee benefits library as part of their insurance agent marketing system are able to conduct more efficient discovery calls, generate stronger proposals, and advance cases to close in fewer meetings because the client arrives already educated on the concept.
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