Fidelity Life celebrates its latest 20 Career connect graduates

Last week, Fidelity Life held a celebration to honour its latest 20 Career Connect graduates. Each graduate has successfully completed their Level 5 qualifications in life, disability, and health insurance.  

• Anna Devereux; Women in finance scholarship recipient (Dunedin)

• Ashlee Cuttance (Dunedin)

• Awhina Scott; Pounamu scholarship recipient (Christchurch)

• Briar Evans (Auckland)

• Caitlin Hayward (Morrinsville)

• Christabel Bertie (Auckland)

• Grace McIntyre; Rural scholarship recipient (Dunedin)

• Harpreet Rehal (Auckland)

• Jenny Silva; Kōwhai scholarship recipient (Queenstown)

• Kim Forsythe (Invercargill)

• Kirsty Gobbie (Auckland)

• Leean Te (Auckland)

• Marna Breetzke; Pāua scholarship recipient (Auckland)

• Matthew Roxburgh (Dunedin)

• Myja Gregory (Auckland)

• Namrata Kumar (Auckland)

• Shiwangni Mala (Auckland)

• Sydnee Taylor; Toe Toe scholarship recipient (Christchurch)

• Taylah Marr; Rāngi Po scholarship recipient (Christchurch)

• Vanessa Jones-Dutton (New Plymouth)

This year, 95% of Career connect graduates were women, and a quarter of the group identifies as Māori or Pasifika.

Michelle Doyle, Head of Solutions said

"More than 60% of the graduates who asked for introductions to adviser businesses have already landed jobs, excited to start careers that help New Zealanders protect what matters most.”

Since its inception in 2023, Career connect has had more than 200 registrations for 70 course places, welcomed 47 students and helped almost 40 people gain their Level 5 qualifications in life, disability, and health insurance.

Submissions to be part of the 2025 intake of Career connect closed earlier this month with nearly 70 applications from a diverse group of candidates across various ages, genders, and cultural backgrounds. 

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Product and pricing changes at Partners Life

Partners Life have announced a range of product changes, effective from 15 March 2025, aimed at giving customers more flexibility and the option to remove features if they don’t want to pay for them.

• The built-in Total and Permanent Disability (TPD) Benefit will become a TPD Option. If a client opts out of TPD, the premium for their monthly disability cover will reduce accordingly. This change applies to Mortgage Repayment Cover, Household Expenses Covers and Income Cover Agreed Value, Agreed Loss of Earnings and Indemnity Loss of Earnings.

• They have made changes to Trauma Cover and Moderate Trauma Cover for clients who have suffered an out of hospital cardiac arrest. They have removed obsolete medical requirements, and added current diagnostic tools used by medical staff to confirm a cardiac arrest has occurred. The wording has been updated to allow for new and future diagnostic tools.

• They have updated Trauma, Moderate Trauma and Severe Trauma Cover wordings to let clients know that Partners Life will notify them when they can exercise their Life Cover or Deferred Trauma Cover buy-back options.

Any beneficial enhancements to policy wordings are automatically applied to existing in-force policies under the Guaranteed Upgrade of Future Benefits feature.

In addition to the product changes, Partners Life have reviewed premiums, in light of increased volume and cost of medical claims. Premiums for Private Medical Cover including Specialists and Tests Option will increase by 18% and the policy fee will increase from $58.08 to $64.13 per annum, both from 22nd April 2025.

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What’s the biggest health claim paid for a procedure?

The health insurance industry has been experiencing a time of rising medical costs, where both volume of claims and inflation have been increasing. We’ve taken a closer look at individual claims values that a few insurers have released recently. As you can see from the data below, the costs of individual claims can be astronomical.

nib regularly publish their top 5 health claims by month. RiskinfoNZ has an article collating historical nib’s top health claims by month here.

nib’s top health claims for January 2025

Treatment                     Cost              Gender              Age

Spinal surgery               $101,000         Male                   16

Cardiac surgery           $85,000           Male                   46

Cardiac surgery           $56,000           Male                   70

Cardiac surgery           $54,000           Female               70

Digestive surgery          $53,000          Male                   72

nib’s top health claims for December 2024

Treatment                      Cost                Gender               Age

Cardiac surgery            $103,000          Male                   72

Cancer surgery             $102,000          Male                   77

Cardiac surgery            $93,000            Male                   80

Cardiac surgery            $88,000            Male                   76

Spinal surgery                $87,000            Male                   48

But these do not top the charts of what we are currently aware. Southern Cross’s most expensive surgical claims were $256,165 for a spinal fusion procedure and $127,191 for a breast reconstruction.

While Partners Life don’t release a similar monthly overview of their top claims, their ‘The story behind our claims’ slideshow highlights their largest single payouts since 2011. The most expensive claims paid out were a whopping $1.6 million+ for Total and Permanent Disability or Income cover; $2.9million +for Life cover; $3.2million + for Trauma cover and $982,000+ for Private Medical Cover.

While the majority of claims won’t cost anywhere near as much, what used to be ample caps of some older medical values don’t seem so rosy in light of recent inflation and surging claims costs. Yet we haven’t seen any insurers coming out and indexing claims caps. We think that’s wrong, and we’ll offer a score boost to the first insurer who offers indexed caps.

What types of claims have you heard of and how did they go? We would love to hear more from you, especially if you are a Quotemonster subscriber, through our adviser claims experience tool (check the side menu when you are next logged in).

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nib release launch date for Ultimate Life & Living

nib Ultimate Life & Living will launch on 28 March 2025. Details of the suite of products were released at nib’s nationwide adviser events last month, and advisers can complete their training and accreditation on the nib Learning Management System using their existing password.

Products available will include:

• Ultimate Life Insurance – cover to support a client’s loved ones if they die or are expected to die within the next 24 months;

• Ultimate Trauma Insurance – cover that extends beyond the initial diagnosis of a medical condition to support a client and their family’s well-being;            

• Ultimate Income and Mortgage Protection Insurance – pays a monthly amount if a client is unable to work because of illness or injury;

• Ultimate Total & Permanent Disability Insurance – focuses on the financial impact of lasting disability, so clients can rebuild their future with less financial strain;

• Ultimate Waiver of Premium – removes the burden of premium payments for a client if they’re disabled, ensuring their Ultimate Life & Living cover remains active.

 The full suite of products will be available for comparison on Quotemonster by the end of the month. You can find out about how Ultimate Life and Living works on Quotemonster at our forthcoming roadshows.

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nib to roll out life insurance offering next month

nib’s new Ultimate Life and Living products, which include life, trauma, TPD, income protection and mortgage protection will be available from next month. nib are currently running roadshows outlining its new products, but pricing will not be released until closer to the policies being in the market. QPR has rated the products, and they have come out favourably.

New customers buying bundled health insurance and Ultimate Life and Living policies will qualify for a 10% premium discount, while current members can qualify for multi-cover discounts ranging from 10% – 15%.

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Thoughts from advisers - Jeremy Bernstein

We reached out to some advisers and other experts in the industry for their thoughts and opinions on the job, advice they’d give to people looking to get into the financial services industry, what they’re looking forward to and steps people can take to set themselves on the best financial path at different stages.

Thoughts from Jeremy Bernstein, Senior Adviser - Life & Health at Gallagher

What is the most rewarding part of your job?

I get huge satisfaction from writing insurance for people that are not otherwise insured, new policies for new clients, creating financially resilient families & businesses and growing the insurance market.

If you could give one piece of advice to someone looking to get into the financial services industry, what would it be?

Find ways to enjoy continuous learning. Over time, aim to understand every corner of detail of how these policies work - understand that attention to detail is absolutely vital in this industry.

What is something you are looking forward to about the industry over the next 10 years?

I look forward to the industry maturing into regulation and contributing to higher standards of ethics and professionalism. 

What steps can people take to set themselves on the best financial path in their 20s, 30s, 40s, 50s, and 60s?

20’s: Find a career they love and one where you are not simply renumerated by wages alone i.e. share in profits through professional partnership or business ownership or a role that offers bonuses if sales targets are achieved. Contribute to KiwiSaver with high growth asset allocation with low fee investments. If not already insured, apply for Private Medical Cover with Partners Life, apply for Loss of Earnings Income Protection with Level Premium until age 70 with Asteron Life.

30’s: Buy a home and review insurance to ensure Life Cover is sufficient.

40’s: Work hard to achieve career goals and find ways to enjoy continuous education. Stay healthy and try hard to keep relationships intact i.e. divorce is a massive financial setback.

50’s: Apply for higher professional roles and actively seek opportunities for business growth and increased income, repay mortgage and step up investment.

60’s: Stay married, stay happy, stay healthy, stay professionally relevant and stay working!

What’s the last book you read?

How Star Wars Conquered the Universe - Chris Taylor.

Thoughts from advisers - Samuel Rees-Thomas

Thoughts from advisers

We reached out to some advisers and other experts in the industry for their thoughts and opinions on the job, advice they’d give to people looking to get into the financial services industry, what they’re looking forward to and steps people can take to set themselves on the best financial path at different stages.

Thoughts from Samuel Rees-Thomas, Director and Financial Adviser at Harness Financial

What is the most rewarding part of your job?

Saving New Zealanders' lives. Literally. (Especially when it comes to Health Insurance advice paying off). 

If you could give one piece of advice to someone looking to get into the financial services industry, what would it be?

Go through the Financial Advice process yourself multiple times with a few different advises and take notes.

Pay for the advice if a fee is involved. Buy insurance through an Adviser, take notes.

Go through the insurance sales process at your bank, take notes and compare the experience.

Start investing in a managed fund after receiving advice. 

What is something you are looking forward to about the industry over the next 10 years?

An increase in the nation's financial literacy.

What steps can people take to set themselves on the best financial path in their 20s, 30s, 40s, 50s, and 60s?

20’s: Read Rich Dad, Poor Dad. Follow the principles. When you buy your first house, buy a 'house' because of its merit. Don't try and buy your long-term home.

"Work harder on yourself than you do in your job (but still work hard), that way your income earning potential will grow and so will your character." Jim Rohn (summarised). Buy 5 star Health Insurance and Income Protection.

30’s: Don't wait too long to have kids as you'll never have more time or energy than you do now.

Push yourself and take new career opportunities.

Make sure your retirement planning pathway and the associated disciplines are locked down and underway. Date your spouse even when you've been together for a long time.

40’s: Revisit wealth generation & retirement strategy, ensure your goals and disciplines are aligned.

50’s: Revisit wealth generation & retirement strategy, ensure your goals and disciplines remain aligned.

60’s: Revisit wealth generation & retirement strategy, ensure your goals and disciplines remain aligned.

Asteron Life paid out 97% of claims

Asteron Life paid out 97% of the Trauma, Life and Income Protection claims it received in the year ended June 30 2024. In total, Asteron Life paid out $112 million of claims, with $53.5 million being paid out for Life Insurance, $34.1 million in Trauma policy payments and $24.4 million in Monthly Income Protection cover claims.

Accident or Injury was the leading cause of claims, for both Monthly Income cover and Trauma cover. Mental Health claims duration remains high, with an average duration of 8 - 12 months, compared to other new claims where the average duration was around 6 - 8 months. Executive Manager Claims and Customer Solutions, Seema Bangera, said

“Return to work outcomes are directly related to early intervention and rehabilitation. This means the mental wellbeing of customers needs to be at the forefront for claims specialists and we need to ensure all clients have the necessary support building their personal resilience for their return-to-work journeys.”

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The FSC has released its latest Money & You research

The Financial Services Council (FSC) has released their latest research report, Money & You: Managing Risk Through Challenging Times, which explores the attitudes of New Zealanders towards risk management. Some of the key findings are below.

• Only 41% of respondents had life insurance, 39% had health/medical insurance, 23% had trauma/critical illness insurance, 18% had total and permanent disability insurance.

• For the 12 months to 30 September 2024, FSC industry data showed 1,521,740 health insurance policies and 4,145,287 life insurance products (one person may have more than one policy e.g. life insurance, income protection insurance and total and permanent disability insurance policies).

• The majority (66%) who have life and health insurance consider it value for money.

• The biggest drivers of taking out life and health insurance policies are peace of mind and worry about financial consequences.

• The most common reason given for not having life and health insurance was that insurance is too expensive (74%), followed by being healthy and not seeing the need for it (14%), and not trusting insurance companies (13%).

• Cost of living meaning people can no longer afford insurance was the top reason given for no longer having insurance across life, trauma or critical illness, income protection, total and permanent disability and health/medical.

• For those without insurance, 64% would consider taking out an insurance policy if they had more money, 25% would take out an insurance policy if their health started declining and 18% would take out an insurance policy if they started a family. There is a gap in understanding of how insurance works, with only 3% of those who would consider taking out an insurance policy if their health started declining knew that they might not be able to get cover for certain health issues or they might face higher premiums because of them.

• The majority of health (61%) and life (77%) insurance policies are paid by individuals, with the remainder being partially or fully subsidised by employers.

• When it comes to health/medical insurance or life insurance being provided by employers, 54% really want this and a further 35% might possibly want this.

• 45% of respondents have a poor understanding of the relationship between risk and return.

2,002 online survey responses were collected during March 2024 and were representative of the NZ consumer population in terms of age, gender and income.

It is worth noting that as a low engagement product, life and health insurance is something that respondents find hard to recall accurately. That leads to interesting results - this survey contains a probable over-estimate of the number of people who own health insurance, and a probable under-estimate of the number of people who hold life insurance. But the recalled level of cover is, in itself, interesting. For example, if you think you do not have life, trauma, or income insurance, but in fact you do, you or your estate may fail to claim when you may be eligible to do so.

Readers interested in contrasting these survey results with data on the eligible population should contact us.

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What does a business version of the healthy futures report mean?

We took a look at Southern Cross’s business edition of the 2024 Healthy Futures Report, which focuses on employee health and wellbeing. There are clear links between wealth and health, as the old saying has it. Whether one causes the other and in which direction the arrow of causality points is unexplored. We think it’s probably more complicated than this simple pairing of factors, although if someone becomes wealthy, they often become healthier. Likewise, if someone has the misfortune to become chronically ill, they usually get poorer. But these two are probably joined by other factors which may also have some power to affect outcomes – like education while young, health while a child, and current environment.

What employers can do to help is limited – but is appreciated by staff. At Quality Product Research Limited we offer seven of the eleven key suggestions made (soon to be expanded to eight) – we like that we can do that – but people use or do not use them pretty much as they please.

Key takeaways for us from the survey results:

• 89% of respondents said it was important to them to work for a company that supports the health and wellbeing of their staff.

• 55% of respondents’ employers were doing well in supporting their employees.

• The top ten initiatives employers could invest in were wellbeing leave (36%), lunch or break room (29%), flu vaccinations (26%), healthy food options (25%), activities promoting good mental health (23%), workplace massage (23%), Employee Assistance Programme (22%), health assessments (21%), subsidised membership to off-site facilities (21%) and stress management programmes (20%).

• 88% of employees think having a good work-life balance is important, with a third considering taking steps to improve their work-life balance.

• Making use of flexible working hours (43%) and switching off from work when finished for the day (43%) were the most common means of managing work-life balance. Conversely, having a high work load (60%), financial pressures (40%) and not having flexible working hours (40%) were cited as most commonly as reasons for poor work-life balance.

• 51% of workplaces offer flexible working arrangements, down from 54% in 2022; 60% of employees make use of flexible working hours most weeks and an additional 26% utilise it sometimes.

• Only 45% of kiwis rate themselves as happy with their financial situation; 91% cite cost of living as one of their top concerns and 58% worry about not having enough money to support themselves or their families.

• 84% of New Zealanders are concerned about not having good, affordable access to healthcare, up 8% from 2022.

• Kiwis don’t feel they are getting enough sleep (60%) or exercise (62%).

• New Zealanders without health insurance were more likely to be less happy with their health, financial situation, mental wellbeing, fitness levels, weight of themselves and their children, exercised less on average and were more likely to be stressed.

Southern Cross highlight a series of initiatives workplaces could take to improve employee wellbeing, including:

• offering education on stress management and financial management;

• offering free fruit or healthy food in breakrooms;

• encouraging employees to make use of flexible working if it’s offered;

• offering health assessments;

• educating employees on the importance of flu vaccinations;

• offer opportunities for physical exercise, through work place team sports, sports day or subsidies for gyms or exercise equipment;

• encouraging employees to take their annual leave;

• training leaders to identify those at risk of burn-out;

• offering wellbeing leave;

• providing employee assistance programmes and educating employees on what it is and hot to use it;

• offering subsidised health insurance.

1,463 employees were surveyed for this report in March 2024.

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