Secondary Insurer (Excess)

A secondary insurer, also known as an excess insurer, is an insurance company that provides coverage for losses that exceed the limits of the primary insurance policy. In other words, the secondary insurer pays out claims only after the primary insurance policy has been exhausted.

Here are some key features of a secondary insurer:

• Provides coverage for losses that exceed the limits of the primary insurance policy.

• Pays out claims only after the primary insurance policy has been exhausted.

• The amount of coverage provided by the secondary insurer is typically specified in the insurance contract.

• The secondary insurer may have different coverage terms and conditions than the primary insurer, such as different deductibles, limits, and exclusions.

• The cost of the secondary insurance policy is generally lower than that of the primary insurance policy, since it provides coverage only in excess of the primary policy.

For example, let's say a business has a primary liability insurance policy with a limit of $1 million and a secondary liability insurance policy with a limit of $2 million. If the business is sued for damages in excess of $1 million, the primary insurer will pay out up to its limit of $1 million, and the excess amount will be covered by the secondary insurer up to its limit of $2 million.

Next Up

Vision is the most commonly offered ancillary benefit in employer-sponsored plans — 89% of employers offer it nationally, higher than dental, higher than life insurance, and higher than any voluntary benefit. And yet vision is also one of the most underfunded benefits in the market.
Dental benefits are not your largest cost center. For most employers, dental represents a fraction of what medical costs per covered employee annually. But dental is one of the highest visibility benefits in your package: employees use it, notice it, and talk about it. When it’s good, it builds goodwill. When it’s inadequate (low maximums, no orthodontia, zero employer contribution) it registers as a signal that the employer isn’t invested in the total package.
How an employer funds its health plan sits quietly in the background of every benefits decision. Most CHROs and CFOs know their premium cost. Fewer understand the mechanics of how their plan is actually structured: who holds the risk, who administers the claims, how costs flow, and what flexibility, if any, they have to change any of it.