Is Your Group Funeral Scheme Still Fit for Purpose? 7 Questions Employers Should Ask

Offering a group funeral scheme can be an important part of an organisation’s employee benefit strategy.

But putting a scheme in place shouldn’t be the end of the conversation.

Workforces change.

Employee needs change.

Family structures change.

Costs change.

And a benefit that was appropriate several years ago may no longer provide the level of protection employees expect today.

98 Degrees Group structures group funeral schemes around the needs of employees, organisations and communities, with flexibility around group size, benefits and affordability.

Regularly reviewing your scheme therefore helps ensure that it remains relevant, sustainable and valuable.

Here are seven questions employers and organisations should consider.

1. Does the Benefit Still Reflect the Real Cost of a Funeral?

The first question is straightforward:

Would the benefit provided today meaningfully assist an employee’s family with funeral-related expenses?

Funeral costs can include much more than a coffin or burial fee.

Families may need to consider:

• Transport
• Venue or service arrangements
• Catering
• Burial or cremation costs
• Travel for family members
• Documentation
• Cultural or religious requirements
• Other immediate household expenses

A benefit amount that may have provided meaningful support when a scheme was introduced could become less effective over time.

Employers should therefore periodically review whether benefit levels still provide appropriate financial protection.

2. Who Is Actually Covered?

One of the most important elements of any funeral scheme is understanding exactly who qualifies for cover.

Does the scheme cover:

• Employees only?
• Spouses or partners?
• Children?
• Extended family members?
• Other nominated dependants?

Different workforces have different needs.

For some employees, providing protection for parents or extended family may be particularly valuable.

For others, affordable employee-and-immediate-family cover may be the priority.

98 Degrees Group’s existing funeral-scheme offering recognises that schemes can be structured for employees, families, communities and different group requirements rather than relying on a single standard structure.

3. Do Employees Understand Their Benefit?

A valuable benefit provides limited reassurance if employees don’t understand it.

Ask employees basic questions:

Do they know they have funeral cover?

Do they know how much cover they have?

Do they know which family members are included?

Would their family know who to contact if they needed to claim?

If the answer to these questions is unclear, communication may need attention.

Employee benefit education does not need to be complicated.

Clear explanations of cover, eligibility, beneficiaries and the claims process can significantly improve employees’ understanding of the protection available to them.

4. Is the Claims Process Clear and Practical?

A funeral claim happens during an emotionally difficult period.

That is not the time for families to discover that they don’t understand the process.

A good scheme should provide clear guidance around:

• Who can submit a claim
• What documentation is required
• Where documents should be sent
• Who employees or families can contact for assistance
• How the claims process works

Administrative simplicity matters.

One of the stated priorities of 98 Degrees Group’s funeral-scheme model is providing practical support and reducing unnecessary administrative burden for organisations and families.

5. Does the Scheme Suit Your Current Workforce?

Organisations evolve.

A company may grow from 50 employees to 500.

The average age of employees may change.

The workforce may expand into new regions.

New employment categories may be introduced.

Employee expectations may also change.

This means the original benefit structure shouldn’t automatically remain untouched indefinitely.

A review should consider factors such as:

• Workforce size
• Employee demographics
• Family structures
• Geographic distribution
• Affordability
• Benefit utilisation
• Administrative requirements

The objective isn’t necessarily to increase benefits every year.

It is to make sure the scheme continues to suit the people it was designed to protect.

6. Is the Scheme Integrated With Your Broader Employee Benefits?

Funeral cover should not necessarily be considered in isolation.

Employees may already have access to benefits such as:

• Life cover
• Disability protection
• Retirement benefits
• Healthcare
• Wellness programmes
• Employee assistance programmes
• Other group-risk benefits

Reviewing these benefits collectively can help employers identify both gaps and unnecessary duplication.

A more integrated approach allows organisations to understand how different benefits work together to support employees and their families.

98 Degrees Group’s broader advisory model spans funeral schemes, healthcare, employee benefits, financial solutions and sector-specific advisory services, allowing these areas to be considered as part of a wider risk strategy.

7. Is the Scheme Sustainable for Both Employer and Employees?

An employee benefit needs to provide meaningful protection while remaining financially sustainable.

Employers therefore need to balance:

• Benefit levels
• Contributions
• Workforce affordability
• Employer costs
• Long-term sustainability
• Employee expectations

Simply choosing the highest possible benefit is not always the most appropriate approach.

A well-structured scheme aims to achieve meaningful protection at a cost the organisation and its members can sustain.

This is where tailored scheme design becomes particularly valuable.

Why Regular Reviews Matter

Employee benefits are sometimes treated as a once-off HR exercise.

A scheme is implemented, employees are enrolled and attention shifts elsewhere.

But regular reviews can help organisations identify:

• Coverage gaps
• Outdated benefit amounts
• Changes in employee needs
• Communication problems
• Administrative difficulties
• Opportunities to improve value

A benefit should evolve with the workforce it serves.

Funeral Cover Is Also About Employee Wellbeing

Employee wellbeing isn’t limited to physical health.

Financial security matters too.

Knowing that loved ones will have access to support during a difficult time can provide employees with valuable peace of mind.

For employers, a well-designed funeral scheme demonstrates that employee benefits are not simply administrative obligations.

They form part of a broader commitment to supporting people and their families.

How 98 Degrees Group Can Help

98 Degrees Group works with businesses, organisations and communities to design group funeral schemes around their specific requirements.

Our approach considers factors including:

• Group size
• Workforce needs
• Benefit structures
• Affordability
• Family-cover requirements
• Administration
• Broader employee-benefit objectives

Rather than taking a one-size-fits-all approach, we help organisations develop funeral-cover structures that provide practical protection while remaining sustainable.

When Did You Last Review Your Scheme?

If you can’t remember when your organisation last reviewed its funeral benefits, that may be a sign that it’s time to revisit them.

Ask:

Does the scheme still provide meaningful protection?

Do employees understand it?

Does it suit our current workforce?

And does it fit within our broader employee-benefit strategy?

If any of those answers are uncertain, a review can help identify where improvements may be needed.

Review Your Group Funeral Scheme

Your workforce changes. Your employee benefits should be able to evolve with it.

Speak to 98 Degrees Group about reviewing or structuring a group funeral scheme designed around the needs of your organisation and its people.

Practical protection. Flexible structures. Support when it matters most.