Employee benefits, compared for employers
Onsurity vs Keka + Pluxee
These tools answer different questions. Keka is an HRMS for payroll and people operations; Pluxee issues tax-saving meal and benefit cards; Onsurity is an integrated health-benefits platform — group health, accident and term-life cover with wellness and OPD bundled in, billed as a monthly per-employee membership. For most employers the honest comparison is not either/or, but where each belongs.
Onsurity vs an HRMS + benefits-card combo
A feature-by-feature view of the health-benefit layer. An HRMS-plus-card pairing is strong at HR operations and tax-saving spend; Onsurity provides the health cover, wellness and claims support that sit outside both. Marks below describe scope, not quality — each product is good at what it is built for.
| Feature | Onsurity — Integrated health-benefits platform | Keka + Pluxee — HRMS + benefits card |
|---|---|---|
| Group health insurance (GMC) | Core product | Arranged via a separate insurer/broker |
| Group accident & term life (GPA + GTL) | Available | Arranged separately |
| Wellness + OPD (teleconsult, check-ups, mental health) | Bundled in the membership | Engagement & benefit perks, not clinical OPD |
| Cashless hospital network | 10,000+ hospitals | Not applicable |
| Claims support at hospitalisation | Good Doctors concierge | Not applicable |
| Tax-saving meal & benefit cards | Not a card issuer | Pluxee's core product |
| HRMS: payroll, attendance, performance | Not an HRMS | Keka's core product |
| Billing model for the health benefit | Monthly per-employee membership | Per-product: HRMS licence + card loads |
| Add / remove employees mid-cycle | Anytime via TeamSure | HRMS tracks records; cover handled separately |
| One employee app for the health benefit | Onsurity SuperApp | Separate HRMS and card apps |
| Day-1 cover options for eligible joiners | Available | Depends on the separate policy |
✓ Included · ~ Partial / different scope · – Not offered by that product. Based on publicly available positioning as of 07-Jul-2026; verify current product details with each provider before purchasing.
What each is built to do
The clearest way to compare them is by primary job. Two of the three are complementary to Onsurity rather than competitive with it — which is why many employers run all three.
Keka — HRMS
Payroll, attendance, leave and performance: the system of record for your people data. It manages employee information but does not, on its own, provide health cover.
Pluxee — benefits card
Formerly Sodexo, Pluxee issues tax-saving meal and benefit cards that give employees tax-efficient allowances — a spend and engagement product, distinct from insurance.
Onsurity — health benefits
Group health insurance, personal accident and term life, plus wellness and OPD — one monthly membership, one SuperApp.
Integrated platform vs a stitched-together stack
The real decision is not Onsurity instead of Keka or Pluxee — it is how you deliver the health benefit. Pairing an HRMS with a benefits card leaves health cover to be sourced separately: an insurer or broker for the policy, a TPA for claims, and the HRMS only reflecting who is enrolled. That is several relationships to run for a single benefit.
Onsurity puts that health-benefit layer in one place. Cover, the cashless network, wellness, OPD and a claims concierge are delivered together under a monthly per-employee membership, with HR administration through the TeamSure dashboard — so the benefit is one line item, not a procurement project.
The health benefit: what you manage
HRMS + card combo
Onsurity
Employee touchpoint
An HRMS and a benefits card remain useful for HR operations and tax-saving spend. This comparison is about the health-benefit layer only — where an integrated platform reduces the number of vendors you manage.
One app for the health benefit
An HRMS holds your people data and a benefits card handles tax-saving spend — but neither is where an employee turns when they need to see cover, book a teleconsultation or raise a claim.
Onsurity puts that in the SuperApp: cover, wellness, OPD and claim tracking in one place, while HR runs enrolment and add-or-remove-anytime administration through the TeamSure dashboard.
Billing and flexibility for the health benefit
An HRMS is licensed per seat and a benefits card is loaded per employee — both sensible for their jobs. Health cover bought the traditional way is usually an annual group premium settled up front. Onsurity bills the health benefit as a monthly per-employee membership, so cost tracks the team you actually have this month, with no annual lock-in.
Because administration runs through TeamSure, you can add or remove employees mid-cycle, with day-1 cover options on eligible joiners. Settlement is cashless at 10,000+ network hospitals, and the Good Doctors concierge guides employees through a cashless claim — the support an HRMS and a spend card are not designed to provide.
Which approach fits your business?
These are not mutually exclusive. Here is an honest read on where each is the stronger choice — and why many employers use them together.
Onsurity tends to fit
- You need employee health cover, not just HR software. Onsurity delivers group health, personal accident and term life as one monthly membership, with wellness and OPD bundled in — the benefit layer an HRMS and a spend card do not provide.
- You want fewer vendors for the health benefit. Cover, wellness, cashless network, claims concierge and an HR dashboard sit in one platform, rather than being stitched together across an insurer, a broker and a benefits console.
- Cash flow matters. The health benefit is billed monthly, per employee, so cost tracks the team you have this month — no annual lump-sum premium and no lock-in.
- You want help at claim time. The Good Doctors concierge — real doctors — guides employees through pre-authorisation, paperwork and cashless settlement at 10,000+ network hospitals.
A Keka + Pluxee combo tends to fit
- HR operations are the priority. Keka is a capable HRMS for payroll, attendance, leave and performance — the system of record for your people data. Onsurity does not replace it.
- Tax-saving spend benefits. Pluxee (formerly Sodexo) issues meal and benefit cards that give employees tax-efficient allowances — a spend product, distinct from health cover.
- You already run health cover elsewhere. If a broker or insurer already places your group policy, an HRMS-plus-card combo rounds out HR admin and everyday perks around it.
Frequently asked questions
Is Onsurity an alternative to Keka or Pluxee?
Not directly — the three serve different primary jobs. Keka is an HRMS (payroll, attendance, performance), Pluxee issues tax-saving meal and benefit cards, and Onsurity is a health-benefits platform delivering group health, accident and term-life cover with wellness and OPD bundled in. Onsurity typically runs alongside an HRMS and a card programme rather than replacing them; it is the health and insurance layer that neither of those tools provides.
Can Onsurity replace Pluxee meal cards?
No. Onsurity is not a card issuer, and Pluxee meal and benefit cards are a tax-saving spend product. Onsurity covers a different need — group health insurance, wellness, OPD and claims support delivered as a monthly membership. Many employers keep a benefits card for tax-efficient allowances and add Onsurity for the health benefit.
Does Keka provide group health insurance?
Keka is primarily an HRMS. Health insurance is typically arranged through a separate insurer or broker and then reflected in the HR system. Onsurity, by contrast, delivers group health as a monthly per-employee membership with wellness and OPD bundled in, plus a cashless network and a claims concierge — so the health benefit itself lives in one place.
If we use Onsurity, do we still need an HRMS?
Yes, if you need payroll, attendance and performance management — that is what an HRMS such as Keka is for. Onsurity handles the health-benefit side: enrolment, add-or-remove-anytime administration and claims run through the TeamSure dashboard and the SuperApp, not payroll. The two complement each other.
What does an integrated benefits platform give us over stitching tools together?
For the health benefit specifically, an integrated platform means one monthly per-employee membership instead of separate insurer, broker and admin relationships. With Onsurity that is day-1 cover options, a single employee SuperApp, cashless settlement at 10,000+ hospitals and a Good Doctors claims concierge — fewer moving parts for HR to manage at the moment an employee actually needs cover.
Add the health-benefit layer your stack is missing
Keep your HRMS and benefits card — and get a tailored quote for group health, wellness and OPD as one monthly per-employee membership, with day-1 cover options and no annual lock-in.
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