When faced with tight budgets and competing priorities, convincing executives in your organisation to invest in Group Income Protection (GIP) can feel like an uphill battle. Yet, the right employee benefits strategy can make all the difference in attracting, retaining, and engaging talent. In this guide, we aim to tackle some of the most common objections to GIP head-on, equipping HR leaders with data-backed insights to win their case.1. “It’s too expensive.”One of the most common objections is that Group Income Protection costs too much, however, in the long term, it could actually save your business money.The facts: The average cost of GIP is typically less than 1% of payroll, making it an affordable addition to a personalised employee benefits package. According to a report by industry body Group Risk Development (GRiD), employers can provide significant coverage for relatively low premiums, especially when compared with the financial impact of long-term absence.The business case: Consider the alternative—the cost of covering an employee’s salary during long-term sick leave, plus the fall in productivity and recruitment expenses if they don’t return. YuLife’s policies include access to wellbeing tools to support preventative health measures, further reducing absence rates. An independent Forrester Consulting report commissioned by YuLife, found that YuLife’s proactive health and wellbeing offering drives a 181% return on investment (ROI) over three years. 2. “Employees won’t value it.”Some executives assume that employees prefer flashier perks, but the data suggests otherwise.The facts: According to the Association of British Insurers (ABI) and GRiD, the industry paid out £177 million in Income Protection claims in 2023—that’s an average claim payout of £9,425—money that has helped thousands of people get back to work. Those who have GIP cover view it as a key financial safety net. Younger employees, often thought to be less interested in traditional benefits, are increasingly focused on financial security due to rising living costs and economic uncertainty.The business case: Offering GIP demonstrates that your business cares about employee wellbeing, fostering loyalty and stronger engagement. When your employees feel supported, they are more likely to stay with the organisation, reducing turnover rates. YuLife’s Income Protection policies go a step further by promoting holistic wellbeing, which further boosts both employee satisfaction and productivity.3. “We already offer other benefits.”It’s easy to assume that existing benefits such as Private Health Insurance or Group Life Insurance are enough, but these don’t address all employee needs.The facts: Group Health Insurance covers healthcare costs, and Life Insurance provides for dependants in the event of one’s death. However, neither addresses the income gap caused by long-term illness or injury, leaving many employees vulnerable.The business case: Group Income Protection bridges this gap by ensuring your employees continue to receive a portion of their salary if they’re unable to work. This financial security reduces stress and allows employees to focus on their recovery. It’s a complementary benefit that enhances the overall value of an organisation’s benefits package, which also helps you to attract and retain top talent.4. “It won’t make a difference to business performance.”For sceptical executives, the link between employee benefits and business performance isn’t always clear. However, there is substantial evidence to support this connection.The facts: Work-related anxiety has emerged as a leading health concern, and it’s an issue that can have a significant impact on workplace performance. Research by Deloitte shows that poor mental health costs UK businesses an estimated £51 billion annually, but for every £1 spent on supporting the mental health and wellbeing of their workforce, employers get, on average, about £4.70 back in increased productivity. The business case: Income Protection provides employees with the financial support they need to recover and return to work. According to the Forrester study, improvements in employee health delivered reduced turnover, decreased absenteeism, and increased productivity.5. “We don’t have time to implement it.”Executives often see new benefits as an administrative burden, particularly for smaller HR teams. However, modern Group Income Protection solutions like YuLife’s are designed to be seamless.The facts: Leading providers like YuLife offer tech-driven platforms that simplify implementation and ongoing management. From onboarding to claims processing, everything is streamlined to reduce the workload for HR teams.The business case: With expert support and user-friendly tools, implementing GIP is easier than ever. YuLife’s approach prioritises simplicity, ensuring minimal disruption while maximising impact.6. “What if no one uses it?”Executives may worry about investing in a benefit that employees rarely claim, seeing it as a waste of resources. However, this objection overlooks the broader value of income protection.The facts: Even when not claimed, income protection provides peace of mind that employees deeply appreciate. What’s more, YuLife’s policies include preventative health initiatives that help reduce the likelihood of claims, turning the employee benefit into a proactive tool for wellbeing.The business case: The absence of claims isn’t a failure—it’s a sign of a healthier workforce. Additionally, the mere presence of income protection enhances employer branding and helps attract high-quality candidates in competitive job markets.7. “We can’t measure the ROI.”Without clear metrics, some executives might hesitate to invest in GIP. However, the ROI can be measured in multiple ways.The facts: Data from GRiD shows that employers offering Group Income Protection often see a reduction in absenteeism and faster return-to-work times. According to GRiD's research, 50.5% of employees who had a prolonged sick leave starting in 2023 had returned to work by the end of the year following support from group risk policies. What’s more, in 2023, 4,691 employees were able to return to work before a claim was even made, thanks to interventions provided by GIP insurers.The business case: YuLife provides tools to track the impact of wellbeing initiatives, allowing businesses to measure improvements in absenteeism, engagement, and overall employee health. Being able to access data by region, age or time of day helps to build an invaluable picture of employee engagement and ROI. “That’s the core part of what’s bringing us to solutions delivered by technology companies,” explains Wellbeing Manager Paul Caudwell. “We can show that every penny that we spend is making a difference.”At YuLife, we understand the challenges of advocating for new benefits, which is why our GIP policies are designed to deliver maximum value with minimal hassle. From promoting healthier lifestyles to providing financial security, we help businesses create happier, more resilient workforces.About YuLifeYuLife is working to reimagine the insurance industry by protecting lives, rewarding living and inspiring life. We’re on a mission to transform traditional insurance into a life-enhancing experience each employee will value and use daily. How does it work?Our award-winning app uses behavioural science and game mechanics to reward your people for living well while offering protection in case of crisis. And with our top-rated employee assistance programme, your team gets access to mental, financial and social support, virtual GPs, nutritionists, life coaches and more to help them live their best lives.Because we believe that your employees should benefit from their insurance from day one — and that wellbeing should be accessible every day, for everyone.Request a demo for your team today.