For Businesses

Estate Planning as an Employee Benefit

A financial wellness benefit that helps employees protect their families and take action.

Most employees know they need to get their affairs in order. Few actually do. Legacy Suite gives them a clear, guided way to create a plan, organize their information, and protect what matters most. It is a benefit employees use, value, and remember.

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Why Businesses Choose Legacy Suite

A Financial Wellness Benefit Employees Actually Use

Many employee benefits are offered but rarely used. Estate planning is different. It is personal, important, and often delayed. Legacy Suite helps employees take action with a simple, guided experience. That drives real engagement and increases the perceived value of your financial wellness benefits.

Core Employer Benefits

Provide a modern benefit that supports employees and sets your organization apart.

Enhance Employee Financial Wellness

Provide planning that includes:

  • Estate documents
  • Asset organization
  • Beneficiary guidance
  • Digital vault access

Strengthen Retention and Differentiation

Stand out with a benefit that supports employees' families, not just compensation.

Reduce Administrative Burden on HR

We support rollout and employee engagement:

  • Guided onboarding
  • Education sessions
  • Employee support resources

White-Label Platform Access

Offer the experience under your brand:

  • Branded employee portals
  • Custom dashboards
  • Reporting visibility

Business Impact

  • Higher employee engagement
  • Stronger retention signals
  • Better benefits ROI
  • Clear employer differentiation
Seamless Setup

Deployment Model

A simple way to roll out Legacy Suite without adding complexity to your team.

Guided Implementation

We support your team through rollout so everything is clear from day one.

Enterprise Security and SSO

Maintain strong data security while giving employees easy, secure access.

Fits Into Your Existing Benefits Offering

  • Offered alongside your current employee benefits
  • No disruption to existing workflows
  • Easy for employees to access and use
  • No ongoing lift required from HR

Questions from HR and benefits teams

What employers ask before adding estate planning to a benefits package.

Because employees actually use it. Many benefits are offered and rarely touched; estate planning is different — it is personal, important, and usually delayed rather than unwanted. Most employees know they need to get their affairs in order and few have. A benefit that removes the friction on something they already intend to do produces engagement that a discount program does not.
Very little on an ongoing basis. The deployment model is built to require no ongoing lift from HR, with guided implementation to support your team through rollout, plus education sessions and employee support resources handled on our side. It is offered alongside your existing benefits with no disruption to current workflows.
The admin view is built around enrollment, platform utilization, and active digital vaults, so you can report participation rather than just availability. What your specific numbers look like depends on your population and how you communicate the benefit — which is the part rollout support is designed to help with.
Yes. White-label platform access provides branded employee portals, custom dashboards, and reporting visibility. Employees experience it as part of your benefits offering, which is generally how a benefit accrues goodwill to the employer rather than to a vendor they half remember.
Four patterns come up: executives organizing complex estates, mid-career employees securing their families, remote teams accessing digital vaults, and HR teams themselves expanding what benefits cover. The breadth matters because it means the benefit is not aimed only at your highest earners or only at employees with children.
Employees' plans and documents are theirs, protected by enterprise security with role-based access — your administrative visibility is enrollment and utilization reporting, not the contents of an employee's estate plan or vault. That separation is essential: employees will not document sensitive personal information in a tool their employer can read.
Through enterprise security and SSO, so employees get easy, secure access using the credentials they already have and you maintain strong data security. Removing a separate signup is not a small detail for a benefit whose main obstacle is procrastination.
It supports employees' families rather than only their compensation, which is what differentiates it. The expected business impact is higher engagement, stronger retention signals, better benefits ROI, and clear employer differentiation. Employees remember the benefits that actually helped them with something that mattered outside of work.
Estate documents, asset organization, beneficiary guidance, and digital vault access. Beneficiary guidance is worth calling out for an employer specifically — designations on the retirement and life insurance plans you sponsor pass directly to the named person, and stale forms on employer-sponsored plans are a common and quietly consequential problem.
Rollout scope is part of implementation planning, and the platform is designed to fit into your existing benefits structure rather than dictate it. Whether you pilot with one department or launch company-wide, how it is phased is scoped with your team during setup — the practical next step is a demo where that is mapped to your population.

Offer Your Employees More Than Compensation

Employees remember the benefits that actually help them. Legacy Suite gives them a way to take care of something important and shows them you support what matters outside of work.

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