Employer FAQs
- No. Legacy as a Benefit® is designed to complement—not replace—salary, bonus, benefits, and retirement. The philosophy explores whether organizations can intentionally help key contributors build additional long-term value while strengthening the relationship between the employee and the employer.
Organizations with key contributors they cannot afford to lose. The philosophy is not industry-specific. It is designed for organizations that believe people are a long-term investment and are willing to think intentionally about how compensation evolves.
No. Executive compensation has evolved for decades because organizations recognized certain people were worth investing in differently. Legacy as a Benefit® explores whether similar long-term thinking should extend to other key contributors who create enterprise value.
No. Every organization is different. Legacy as a Benefit® begins with questions—not predetermined solutions. Any strategy should reflect the organization's people, culture, objectives, governance, and compensation philosophy.
In certain implementations, permanent life insurance may be used as one funding vehicle because of its long-term characteristics. Whether it is appropriate depends on the organization's objectives, participant selection, underwriting, plan design, and regulatory considerations. It is one possible implementation—not the philosophy itself.
Salary remains an essential part of compensation. Legacy as a Benefit® asks a different question: whether organizations can also help key contributors build long-term value that may be difficult to create through annual cash compensation alone.
How do we know if our organization is a fit?
It starts with a conversation. Together we'll explore your objectives, your key contributors, and whether an employee investment strategy aligns with your organization's long-term goals.