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LTC as a Retention Benefit -- The Competitive Advantage Employers Are Missing
Watch Time: 2 Mins Reading Time: 3 Mins Presented by Hollowtree Updated April 27, 2026
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Insurance Specialists
Ready to review these numbers for your organization?
Your strongest competitors for talent aren't necessarily paying more. In many cases, they're offering more -- and the benefits that are moving the needle in competitive talent markets right now aren't health insurance. Those are table stakes. The benefits that differentiate are the ones most employers haven't added yet.
Group long-term care access is one of them.
Only about 10 percent of employers currently offer LTC as a workplace benefit. That means 90 percent of your competitors can't offer it. If you add it now, you're in a small group of employers who can say -- in job postings, in offer letters, in benefits reviews -- that you provide access to long-term care coverage as part of your package.
Here's how the economics work for an employer.
Group LTC is typically structured as a voluntary benefit. Employees elect their own coverage. Employers sponsor the access -- meaning you negotiate the group rates and manage the enrollment -- but you don't necessarily pay the premiums. In many structures, the net employer cost is zero to very low.
What you're providing is access. Access to group underwriting. Access to group pricing. Access to a product your employees can't get on their own at anywhere near the same cost.
For employees who are thinking about their parents, their spouses, or their own future -- that access has real financial value.
Hollowtree handles all of the carrier negotiations, plan design, enrollment communications, and ongoing administration. Your HR team communicates the benefit during open enrollment. We handle everything else.
Book a 15-minute briefing. Let's talk about what it looks like to be the employer in your industry that offers this first.
About the Presenter
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Hollowtree
Insurance Specialists