Driving further improvements across the insurance industry.
The Insurance in Superannuation Voluntary Code of Practice is the superannuation industry’s commitment to high standards when providing insurance to fund members.
The Code provides a framework to ensure the insurance cover super funds offer their members is affordable and appropriate to their needs.
The Code will commence from 1 July 2018 and funds have until 30 June 2021 to fully implement it. As part of our commitment, we will publish our plans to transition to the Code by 31 December 2018.
The Code recognises the significant benefits of insurance in superannuation and aims to improve these offerings by promoting industry standards and expectations on a range of key issues – including:
Insurance in superannuation provides a safety net of cover for more than 70 per cent of our 1.1 million members. As a participating member of the Insurance in Superannuation Working Group, we believe the Code will help to ensure the right balance between providing adequate insurance cover and protection of members’ superannuation savings for retirement.
The Code recognises that there is no one-size-fits-all approach to insurance and gives funds the flexibility to continue providing unique features and services designed specifically with their members in mind. This is important to our members, who are typically young and working in casual or seasonal employment patterns, that can also include extended travel and maternity leave periods.
The good news is we already meets most aspects of the Code, having tailored our group insurance to suit the needs of our 1.1 million members working in the hospitality, tourism, recreation, sport and related industries.
So, while you don’t need to do anything, it’s important to remember you can change or opt-out of your insurance cover at any time.
Find the right level of cover to suit your needs and your budget with our quick reference page filled with tools and resources to guide your insurance choices.
As part of our commitment to the Code, we have published our Code of Practice Transition Plan here which will come into full effect on 30 June 2021.
You can view the Insurance in Superannuation Voluntary Code of Practice here.
In order to help you better understand your automatic cover please refer to our Insurance in Superannuation Key Fact Sheet.
The purpose of the Key Fact Sheet is to provide high level fund specific insurance information in a format that is consistent across the industry.
The following is the relevant part of our insurance strategy that explains how we have designed our Automatic (default) insurance cover.
Hostplus believes that the flexibility of the insurance design offered to members through a combination of default insurance cover and options for voluntary additional cover ensures that members’ insurance needs are adequately addressed.
Hostplus offers members a range of insurance benefits including Death (including Terminal Illness insurance), TPD and Income Protection/Salary Continuance Insurance.
Hostplus offers default (Automatic) Death (including Terminal Illness) and TPD insurance cover that provides an appropriate safety net of insurance cover to all eligible members of the Fund. In addition, Hostplus offers members the ability to apply for additional insurance cover or Salary Continuance/Income Protection cover where members believe the default arrangements are not sufficient for their requirements.
The determination of the level of default cover has been established based on a broad insurance needs evaluation by member age and an assessment to ensure it is appropriate and does not unduly erode a member’s account balance. Hostplus has resolved to limit the cost of the default to below 1% of salary over the lifetime of the membership is an appropriate level of premium deductions, in considering the demographics and claims experience of the Fund. The 1% of salary limit corresponds to approximately 10% of Superannuation Guarantee which is considered reasonable without unduly eroding the retirement benefits of the member.
In determining the level of default cover, Hostplus has considered the insurance needs of the Fund’s members. The Trustee recognises that insurance needs are determined by a number of factors including the members’ life stage, whether the member has dependants, living expenses, income and age. In considering this, in addition to the affordability trade-off, Hostplus has introduced a design where the number of units and cover levels vary by age.
Due to the Fund having a large number of casual, part-time, seasonal and event workers each with different incomes, working hours and days of employment, the high cost of Salary Continuance/Income Protection Cover is not offered as default. Salary Continuance/Income Protection Cover is provided as optional if the member wishes to elect this type of cover.
On 1 July 2017 Hostplus entered into an arrangement with MetLife that included a Premium Adjustment Mechanism (PAM) in respect of the Death and Total & Permanent Disability insurance cover and the MetLife Salary Continuance insurance cover. This agreement reduces the insurers risk exposure due to claims volatility and allows Hostplus to negotiate lower overall premiums for members.
Any premium adjustment payment made to us is allocated to a separate insurance reserve for this arrangement and is governed by our reserving policy. Our reserving policy requires that any premium adjustment payments we receive from the insurer are only passed-on to members through future premiums charged. The Hostplus Board will be exclusively responsible for approving the use and/or distribution of any of the PAM Proceeds and we will report details of any distribution of the PAM proceeds in our Annual Reports.
Host Plus has not entered into a similar arrangement with Lloyds – Canopius syndicate 4444 in respect of the Income Protection cover they provide.
The intention of Total and Permanent Disability cover is to provide you with an insured benefit if you become totally and permanently disabled as a result of an illness or injury. It is designed to replace your future earning capacity via a lump sum payment and provide you and your dependants with the financial support you need.
Total and Permanent Disability insurance cover is available to you regardless of your working hours or the basis on which you are employed whether you are employed on a casual, part-time, contract or permanent.
Your capacity to work is assessed by Hostplus’ insurer and is determined by your ability to be employed or engaged in any gainful occupation, business, profession or employment for which you are reasonably suitable by your education, training or experience, not just your usual occupation or job you were performing when you become injured or ill. If you are not working or employed in any capacity 12 months prior to becoming injured or ill, different conditions may apply.
When reviewing your education, training or experience, we may consider for example the level of schooling you completed, further studies undertaken since then and any subsequent qualifications and certificates you have obtained or are obtaining , the skills and abilities you have acquired through work you have undertaken (both paid and unpaid), as well as any hobbies or interests.
The insured benefit is determined as at the date of the event occurring and the level of insurance cover at that time.
Income Protection insurance helps to protect your income if you can’t work because of illness or injury (temporarily and totally) by providing regular monthly payments to help you meet your living expenses.
You can apply for cover of up to 90% of your monthly pre-disability. If you are insured for this amount and in event of a successful claim, 75% of your monthly pre-disability salary is paid to you and 15% of your monthly pre-disability salary is paid into your account at Hostplus, capped at $30,000 per month. You may, of course, choose to have Income Protection Insurance cover that is less than 90% of your pre-disability salary.
We offer three waiting periods, 30, 60 or 90 days. A waiting period is the period during which you must be totally or partially disabled before an Income Protection benefit is payable. You do not receive a monthly benefit for the waiting period.
The benefit period is the maximum period of time that a benefit will be paid for any one illness or injury which you are totally disabled or partially disabled. You can choose a benefit period of two years or up to age 65.
Premiums vary depending on which waiting period or benefit period you choose. Generally, the longer the waiting period and the shorter the benefit period, the lower the premium.