Group Health Insurance for Enterprises
Onsurity gives large, multi-location enterprises one membership to run every office and entity — a dedicated customer success manager, claims-TAT service levels, custom benefit stacks by grade, and wellness bundled at no extra premium — all on a flexible monthly subscription instead of an annual lump-sum.
Built for scale, run from one place
As headcount spans cities, entities and worker types, the hard part is no longer buying cover — it is administering it. Onsurity is engineered around that reality, so a group HR team can manage thousands of lives with the same clarity a 20-person startup gets.
Multi-location, multi-entity admin
Run every office, subsidiary and legal entity from one TeamSure dashboard. Roll-ups for group HR, plus delegated access so each location lead manages their own roster without spreadsheets.
Dedicated customer success manager
A named CSM owns your account end to end — onboarding, mid-cycle changes, renewals and escalations — backed by an account team rather than a shared support queue.
Claims-TAT service levels
Agreed turnaround targets on cashless pre-authorisation and reimbursement, with the Good Doctors concierge tracking every case and a monthly claims MIS shared with your team.
Custom benefit stacks
Build tiered cover by grade, band or entity — different sums insured, room-rent limits, parental cover and top-ups — under a single membership, so leadership and frontline teams each get a fit-for-purpose plan.
Wellness at scale
OPD, teleconsults, mental-health support, health check-up camps and medicine discounts bundled at no extra premium, delivered consistently across every city your people work in.
Mid-cycle roster control
Add or remove employees, contractors and gig staff the day they join or exit — no waiting for an annual renewal, no re-papering the policy for each change.
Onsurity vs a traditional broker-led plan
Most large enterprises buy group cover through a broker on an annual policy. That still works — but the administration, flexibility and employee experience differ. A fair, like-for-like view on the points enterprise HR and finance teams tend to weigh.
| Capability | Onsurity for Enterprises | Traditional broker-led plan |
|---|---|---|
| Monthly subscription, cancel anytime | YesMonthly billing, no annual lump-sum | NoAnnual premium paid upfront |
| Multi-location self-serve dashboard | YesOne console for every entity and site | VariesOften broker-managed spreadsheets |
| Dedicated CSM + account team | YesNamed CSM on enterprise accounts | VariesShared broker desk |
| Mid-cycle add / remove members | YesSame-day, self-serve endorsements | VariesEndorsements via broker email |
| Wellness + OPD bundled | YesIncluded at no extra premium | NoUsually a paid add-on |
Broker-led arrangements vary widely by insurer and TPA; the column reflects common market positioning, not any single provider. Confirm specifics in your own policy wording and service agreement.
One membership. Every office, entity and worker type.
Consolidate multi-location cover under a single dashboard — with named account ownership and monthly billing that flexes with your headcount instead of a year-end true-up.
A worked example: a 2,400-person, 6-city rollout
A services enterprise runs 2,400 employees across six cities and three legal entities, with a mix of full-time staff and around 300 contract and gig workers. Leadership wants richer cover for senior grades and a solid floor for everyone else — without three separate policies to administer.
One membership covers
6 cities, one dashboard
Benefit tiers by grade
sum insured bands
Contract & gig staff
added mid-cycle, no renewal wait
Each city HR lead manages their own roster with delegated access; group HR sees consolidated claims MIS from the dedicated CSM. When a new site opens, its team is onboarded the same week — and because billing is monthly, finance pays only for lives actually on cover that month, with no annual lump-sum to true-up at year end.
Illustrative structure only. Actual sums insured, tiers and pricing depend on group size, demographics and the plan configured with your team.
A service model that scales with you
Enterprise accounts run on named ownership, not a ticket queue. A dedicated customer success manager and account team handle onboarding, mid-cycle endorsements, renewals and escalations, with agreed claims-TAT service levels on cashless pre-authorisation and reimbursement and a monthly claims MIS so your HR and finance teams always know where things stand.
At the employee end, settlement runs cashless at 10,000+ network hospitals, and the Good Doctors claims concierge — real doctors — guides each member through admission, pre-authorisation and discharge. That human layer is what keeps a large claims book moving without your HR team fielding hospital-desk calls.
Everything sits inside the TeamSure dashboard and the Onsurity Super App — rosters, endorsements, digital health cards, claim status and waiting-period and sum-insured details — so the whole programme is visible in one place across every location.
Frequently asked questions
Every office, subsidiary and legal entity sits under one membership and one TeamSure dashboard. Group HR sees consolidated roll-ups, while each location or entity lead gets delegated access to manage their own roster, endorsements and claims — no separate policies to reconcile.
Enterprise accounts get agreed turnaround targets on cashless pre-authorisation and reimbursement, a dedicated customer success manager, and a monthly claims MIS. The Good Doctors concierge — real doctors — tracks each case from admission to settlement so nothing stalls at the hospital desk.
Yes. You can build tiered benefit stacks by grade, band or entity — different sums insured, room-rent limits, parental cover and voluntary top-ups — all under a single membership, so leadership and frontline teams each get a plan sized to them.
No. Onsurity runs on a monthly subscription, so enterprises avoid a large annual lump-sum and can cancel anytime. This keeps cover on operating budget rather than a big capital outlay, and makes it easy to scale spend up or down as headcount changes.
Full-time employees, contract and fixed-term staff, gig workers and freelancers can all be covered, along with dependents such as spouse, children and parents. Members can be added or removed mid-cycle from the day they join or exit — no waiting for the annual renewal.
Ready to design your enterprise programme?
Get a tailored quote and we will map benefit tiers, locations and service levels to your headcount — with a dedicated customer success manager from day one.
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