Your company holds the key.
With an employer-sponsored health insurance plan, you open the door to private health coverage for your employees— without health questionnaires, and extending to their families as well.¹
The next raise will go to waste.
After a month or two, the higher salary becomes the norm—assuming you actually see any noticeable difference in your take-home pay. Progressive taxation and social security contributions eat up a large portion of it. The good intentions and the significant investment are hardly appreciated by the workforce.
And anyone who wants to get better private coverage runs into health-related questions, risk surcharges, or denials. It is precisely those who need protection the most who are often left out.
This is where your company comes in.
Here's how it works: You open the door. Your employees walk through.
Your company is launching the bKV
You provide an annual health care budget for all employees—as a group plan, with no medical exam required. This puts you in control.
The door opens
During a grace period of 3 to 12 months—depending on the insurer—employees can privately supplement their coverage and add their partners and children as insured dependents—without having to answer any health-related questions.¹
No hassle for you
Private insurance policies are processed digitally and are generally settled directly between employees and the insurer—not through your payroll department.¹
You provide the key. Your employees build on that.
For €7.80 within the coverage limit and approximately €10.40 outside it , you can enable your employees to receive treatment like private patients—with a health budget of €400, €800, or €1,200 per year, with no medical underwriting, depending on the plan.⁵
With this plan, employees can purchase additional benefits on their own and choose to upgrade to higher-tier plans within 3 months of the contract start date.¹
If 10 employees per plan purchase an upgrade, coverage is provided without a medical exam.¹
This is an advantage that isn't available in the private market.
One benefit, two winners.
Attracting Skilled Workers More Easily
A benefit that benefits the whole family clearly sets you apart as an employer.
Retaining Employees
People who have health insurance through their employer are less likely to change jobs.
Less downtime
Preventive care, dental health, vision aids: People take advantage of health care before it gets expensive.
Predictable Costs
Fixed monthly premium per employee; group pricing rather than individual risk assessment.
Tax Benefits May Be Available
More impact per euro spent than with a traditional pay raise.²
Minimal administrative burden
Registration, deregistration, communication, and billing are all handled through the Faktor-Mensch platform.
Faktor Mensch: Insurer-neutral. Digital. Proven to be used.
We compare the insurers’ enrollment windows and terms and conditions for you, select the right solution, and support the implementation and communication process—so that your employees actually take advantage of this opportunity.
Find out which door you can open.
We look forward to getting to know you and your company in person. Once you fill out the form, we'll get back to you right away.
¹ Depending on the insurer and plan. The duration of the enrollment window, minimum participation requirements, eligible family members, and billing method vary by insurer; extensions may be possible in some cases following an individual review.
² Tax and social security treatment depends on the specific structure and individual circumstances; this does not constitute tax advice.
³ Cumulative total since 2017. Current figures as of September 2026: 175 corporate clients, approximately 25,000 insured employees.
⁴ Percentage of insured employees who have filed at least one claim, measured over rolling 12-month periods, as of the reporting date; range of 73.4 to 83.6% since 2017.
⁵ Example plan structure from an insurer in our portfolio; premiums per employee per month for the entry-level plan, depending on the plan. The €50-per-month limit on non-cash benefits is an exemption limit, not a tax-free allowance: Existing non-cash benefits (e.g., gift cards or gas cards) are taken into account. Amounts exceeding the exemption limit are subject to flat-rate taxation.