Group supplementary health insurance policies typically have a minimum term of 12 months and are automatically renewed for additional 12-month periods. The notice period is usually three months prior to the end of the policy term. Multi-year policies (3 to 5 years) with premium discounts are also common. In the event of termination, employees are entitled to transfer their supplementary health insurance to an individual policy.

Once the annual budget has been used up, additional services will not be reimbursed for the remainder of the year. The budget automatically resets on January 1 of the following year. Some plans allow unused portions of the budget to be carried over to the next year, but this is the exception—in most plans, they expire.

Yes. Most supplemental health insurance plans reimburse alternative practitioner services based on the Fee Schedule for Alternative Practitioners (GebüH)—typically at 2.0 to 3.5 times the standard rate. Depending on the plan, osteopathy is reimbursed as part of the alternative practitioner, physical therapy, or a separate coverage module, often requiring a doctor’s prescription.

The employer sees only aggregated and anonymized statistics—such as the overall usage rate and the distribution of service types. Individual data, such as diagnoses, submitted invoices, doctors visited, or services used, remains strictly between the employee and the insurer. This separation is required under the GDPR.

Under most plans, supplementary health insurance continues during parental leave—coverage and the annual budget remain unchanged. The employer typically continues to pay the premium; alternatively, a premium holiday with reduced coverage is an option. Upon returning to work, there is no need to re-enroll or undergo a medical examination.

The leading providers of supplementary health insurance in Germany are Allianz, HanseMerkur, Nürnberger, Hallesche, Signal Iduna, Gothaer, VKB, Münchener Verein, ottonova, Württembergische, and LKH. Each has different coverage focuses—Allianz and HanseMerkur are the most comprehensive, while Hallesche and Nürnberger specialize in flexible budget plans that include alternative therapies.

Employees submit claims directly to the insurer—typically via an app, web portal, or mail. With app-based insurers, reimbursement takes 5 to 10 business days; with traditional paper submissions, it takes 2 to 4 weeks. The employer is not involved in the process and receives no information about individual claims.

A pension plan is not required by law, but it is strongly recommended. It provides legal certainty, prevents disputes over the inclusion or exclusion of individual employees, and protects against discrimination claims under the AGG. For small and medium-sized enterprises (SMEs), 3 to 8 pages are usually sufficient, often in the form of a single-page general commitment from the employer.

No, most modern group health insurance policies do not require a medical examination at all. Even employees with pre-existing conditions are accepted without an examination. The requirements are that the insurer’s minimum enrollment threshold is met and that the employer covers the costs. In a few cases—such as very small groups, late enrollments, or family members enrolling outside the enrollment window—a simplified medical examination may apply.

Yes, most supplemental health insurance plans offer a family option that covers spouses, domestic partners, and children. During the enrollment window (typically 3 to 12 months after the policy begins), coverage can be added without a medical exam. Depending on the plan, premiums for family members are paid by the employer, the employee, or shared between the two.

Supplementary health insurance (bKV) typically covers advanced preventive care services not included in the statutory health insurance (GKV) catalog—such as annual comprehensive checkups, cancer screening for those under the GKV age limits, HPV tests, services not covered by statutory health insurance (IGeL), travel vaccinations, and modern imaging procedures. A list of eligible services can be found in the respective plan terms and conditions.

Supplementary health insurance typically covers the full cost of dental prosthetics—crowns, bridges, implants, and dentures—either as part of the annual health budget or through a separate dental coverage option. Standard annual budgets range from 300 to 1,200 euros. Some plans have tiered coverage limits during the first few years of the policy or short waiting periods for major dental treatments.

When employees leave the company, they can generally transfer their supplementary health insurance to an individual policy with the same insurer without undergoing a new medical examination. Their coverage remains in effect, and the employee is then responsible for paying the premium. The deadline for this transfer is typically 2 to 6 months after the contract ends.

Up to the monthly non-cash benefit exemption limit of 50 euros per employee, the supplementary health insurance is exempt from income tax and social security contributions (Section 8(2), Sentence 11 of the German Income Tax Act). For higher premiums, the employer may claim a flat-rate tax deduction of 30 percent (Section 37b of the German Income Tax Act)—the benefit remains net-neutral for the employee nonetheless.

It typically takes 2 to 4 weeks from the decision to the start of active insurance coverage. Employees can often access benefits as early as the first day of coverage—without a medical exam or waiting period. More complex situations (multiple rate groups, works council approval) can extend the process to 6 to 8 weeks.

Yes. Supplementary health insurance is available for companies with as few as three employees and offers a significant recruitment advantage, especially for small businesses. Its tax efficiency (2 to 3 times more effective than a salary increase), minimal administrative burden, and proven ability to retain employees also make it attractive for small and medium-sized enterprises.

Supplementary health insurance plans typically cost between 10 and 50 euros per month per employee. Plans costing less than 50 euros are tax-free (non-cash benefit limit); higher-cost plans are subject to a flat-rate tax of 30 percent. Premium plans with additional coverage options cost between 60 and 100 euros per month.

Employer-sponsored health insurance (bKV) is a supplementary insurance plan funded by the employer for employees covered by statutory health insurance. It covers services that statutory health insurance (GKV) does not reimburse, or only reimburses to a limited extent—such as dental prosthetics, eyeglasses, alternative practitioners, or advanced preventive care. Up to 50 euros per month, it is exempt from taxes and social security contributions.