Let’s be real — when HR rolls out Group Hospital Insurance (GHS), what employees really care about is: Can I see a doctor without shelling out $60 upfront? Or Can I skip the queue and go straight to a specialist?
That’s where outpatient and specialist insurance comes into play. And fun fact: most companies in Singapore don’t get GHS for the hospitalisation cover — they get it just so they can unlock the outpatient benefits.
1. You Can’t Get Outpatient Insurance Without GHS
Here’s something not every HR manager knows:
In most group plans, you must first buy the core Group Hospital & Surgical (GHS) insurance before you can add outpatient or specialist coverage.
Insurers won’t sell outpatient benefits as a standalone. GHS is the base — outpatient is the rider. So even if you’re only interested in outpatient care, you need to secure the hospitalisation element first.
This structure often leads to employers buying a basic GHS plan with minimal hospital benefits just to access the outpatient riders that staff actually use regularly.
2. Integrated Shield Plans Don’t Help With Daily Needs
Many employees assume their personal IP (Integrated Shield Plan) covers everything — until they realise it only kicks in when they’re hospitalised.
Everyday things like:
- GP visits
- Flu meds
- Specialist consultations
- Diagnostic scans (like MRI or X-rays)
…are not covered under their Shield Plans. That’s why companies add employee benefits through group insurance.
3. Employees Value Outpatient Benefits More Than Hospital Wards
Hospitalisation happens (thankfully) only once in a while. But outpatient visits? That’s every flu season, allergy outbreak, or stress-related gastric episode.
Offering outpatient insurance gives employees real, practical support they can feel every month — not just during rare emergencies.
4. Specialist Insurance = Early Intervention = Higher Productivity
Waiting months for a public hospital referral drains morale — and costs companies in medical leave and lost momentum.
When employers include specialist insurance, staff can:
- See a specialist quickly
- Get scans or treatment fast
- Avoid prolonged downtime
It’s not just a benefit — it’s damage control.
5. What HR Should Look For in an Outpatient Plan
When choosing a plan, don’t just look at premiums. Look at the experience:
- Clinic panel size & location – Are there options near home/office?
- Copayment amount – Is it $5 or $25 per visit?
- Telemedicine access – Can staff consult from home?
- Mental wellness – Are therapy or counselling sessions included?
- Specialist access process – Must see a GP first, or can go direct?
These are the make-or-break factors that define whether your benefit feels useful — or frustrating.
6. Small Teams, Big Impact
Even SMEs are stepping up their benefits game. Not offering outpatient insurance may make your package look outdated — and push talent toward competitors.
With some plans starting from just a few hundred dollars per employee per year, it’s one of the most cost-effective ways to show your team you care.
7. How to Get Outpatient and Specialist Cover
If you’re wondering where to start, here’s a simple roadmap:
- Choose a GHS insurance plan – This is the base hospitalisation plan (it doesn’t need to be expensive).
- Add outpatient riders – Select from GP-only, GP + specialist, or comprehensive outpatient benefits.
- Check the fine print – Look at panel clinics, the claim process, co-pay, and inclusions like mental health or physiotherapy.
- Engage a qualified advisor – This helps avoid buying a plan that looks good on paper but doesn’t deliver.
Final Thoughts
Outpatient and specialist benefits aren’t “nice-to-haves” anymore — they’re why most employers even bother with GHS insurance.
If your current plan doesn’t include them, you might be paying premiums for a benefit nobody really uses. And if you’re still deciding? Start with GHS, and build the outpatient coverage your team actually wants.
Curious how much it would cost to add outpatient riders to your team’s GHS insurance? Click here to speak to us today.