Best Onsurity Alternative for Global Companies: Why Teams Choose VIMA

Choosing a group health insurance provider for an India team is a procurement decision with two audiences. Employees need cover that works at a hospital admission desk. Head office needs a programme that finance can budget for, audit, and explain. This article assesses the best Onsurity alternative for global companies and Global Capability Centres (GCCs, the India centres that multinationals own and operate), for HR leaders, finance heads and global benefits teams who must defend a recommendation to a CFO or a regional board.

Onsurity reports more than 10,000 client companies and is a credible product. We test it against the criteria that matter to a global company's India team, show where it leads, and explain why we think an IRDAI-licensed direct broker is the better structure. We are VIMA Insurance Brokers, and we are one of the two providers scored, so every score is labelled as our own assessment and every provider fact names its source.

Last reviewed: 9 October 2026. Onsurity facts come from its published pages and are labelled company-reported unless a regulator or registry confirms them. The method and the full source list are at the end of the article.

Who is this comparison for, and what decision does it support?

This comparison is written for HR heads, finance leaders, and global benefits managers who run group health insurance (group medical cover, or GMC, in Indian usage) for an India entity of a global company or for a GCC. Headcount typically runs from about 50 at a new entity to several thousand at an established centre. Zinnov and Nasscom's 2026 India GCC report counts 2,117 GCCs employing 2.36 million people as of March 2026, and many of them add staff every quarter. The parent company usually asks for India cost per head, claims ratios, and renewal outcomes in a format it can set beside other countries.

The decision at hand is the intermediary model, which comes before the insurer or the price. An employer can buy through a platform that holds a corporate agent registration, through a direct broker that represents the employer, or through a global consultancy, as our guide to employee benefits brokers for global companies explains. This article compares the first two, with Onsurity as the platform and ourselves as the broker. Buyers searching for an Onsurity competitor in India are usually at this point.

What is Onsurity, and how is it built?

Onsurity Technologies Private Limited is a Bengaluru company founded in 2020 by Yogesh Agarwal and Kulin Shah, according to its about page. The page lists IFC (World Bank Group), Creaegis, Nexus Venture Partners, and Quona Capital as investors. FinTech Global reported a $24 million Series B tranche led by IFC in October 2023, and Inc42 reported that Creaegis added $21 million in September 2024, closing the round at $45 million.

Onsurity's trust page, which the company marks as last reviewed on 9 July 2026, reports more than 10,000 companies, more than 2 million members, over ₹600 crore in claims paid and more than 10,000 cashless network hospitals. These are company-reported figures. An Onsurity blog post cites more than 8,000 businesses, so the company's own pages differ by a few thousand on customer count.

Insurance is distributed through Atmanirbhar Suraksha Insurance Private Limited (ASIPL), which Onsurity's about page describes as a wholly owned subsidiary. The trust page and the homepage footer state that ASIPL is an IRDAI-registered Corporate Agent (Composite), registration CA0836, valid until 27 December 2028. A registry copy of IRDAI's public list on ESI.in shows the same number and the composite category, but no validity dates, so the date rests on Onsurity's statement. The trust page also says that "the final authority for the approval, validation and payment of any insurance claim rests with the IRDAI-licensed insurer." It names no insurers.

The pricing page lists three plans: Opal at ₹135, Ruby at ₹165 and Jade at ₹225 per employee per month, for sums insured of ₹2 lakh, ₹3 lakh and ₹5 lakh. It states that all prices exclude 18 percent GST, sets the minimum team at three employees including founders, and offers monthly, quarterly or annual payment. The homepage quotes cover "starting at around ₹145 per employee per month", and the pricing page's own metadata cites a range that starts at ₹199, so Onsurity's pages carry three different starting prices. Ask for a written quote on your census rather than relying on any of them.

For larger employers, the enterprise page describes a TeamSure dashboard that runs every office, subsidiary and legal entity from one console, a named customer success manager, monthly claims MIS (management information reports) for HR and finance, agreed turnaround targets for cashless pre-authorisation and reimbursement, and cover tiered by grade, band or entity. Its worked example, labelled "illustrative structure only", is a 2,400-person, six-city rollout across three legal entities with sum insured bands of ₹3 lakh to ₹10 lakh. The page names no clients and no insurers.

Its blog describes Onsurity as "a benefits platform that happens to start with insurance" and aims at Indian SMEs with 10 to 300 employees. The same post says that very large companies with 500 or more employees may be better served by a dedicated broker. A Business of GCC directory listing shows Onsurity as "Works with GCCs", with enterprise-size customers, and lists Bangalore, Gurugram, Mumbai and Pune. We read this as a platform that sells upward into larger accounts, with the SME as its design centre. Onsurity's comparison page for Pazcare describes Onsurity as "an SME-native health membership billed monthly" and Pazcare as suited to "larger, benefits-led organisations".

For finance teams assessing the vendor, Onsurity's about page states FY2024 operating revenue of ₹131.66 crore. Inc42 Datalabs is not consistent with itself: one page shows FY25 revenue of ₹168.3 crore and a net loss of ₹68.9 crore, and another figure set on the same page shows ₹114.1 crore and ₹62.0 crore. Check statutory filings with the Ministry of Corporate Affairs before relying on any of these numbers.

Corporate agent vs broker in India: how do the intermediary models differ?

A corporate agent is an entity registered with IRDAI to sell insurance on behalf of the insurers it has arranged with. A direct broker is an entity registered under the IRDAI (Insurance Brokers) Regulations, 2018 that, in the regulations' words, "for a remuneration and/or a Fee, solicits and arranges insurance business for its clients with insurers located in India". Onsurity's own glossary states the distinction directly: "An agent represents the insurance company and sells only that provider's products, while a broker represents the client and compares options across multiple different insurance companies."

Regulation 3(1) of the 2018 regulations sets five broker categories: direct broker (life), direct broker (general), direct broker (life and general), reinsurance broker and composite broker. Regulation 28(1)(e) requires a broker to obtain the client's written mandate before offering claims consultancy, and the functions listed in Schedule I include assisting in the negotiation of claims. A May 2026 Solaris Legal article on Mondaq concludes that a broker acts as the agent of the insured, while noting that the Regulations do not expressly designate the broker as the insured's agent and that Indian courts have not ruled definitively on the point. Our licence is as a Direct Broker (Life & General), number 1066 in an ESI.in registry copy of IRDAI's list.

The number of insurers a corporate agent may work with changed in 2022. Business Standard reported on 8 December 2022 that corporate agents may arrange with nine insurers each in life, general and health, up from three, and that a composite corporate agent may hold no more than 27 arrangements in total. On 30 July 2026, IRDAI notified the Insurance Intermediaries (Amendment) Regulations, which Trilegal summarises as perpetual registration with an annual supervisory fee, a transition deadline of 31 January 2027, and new undertakings for brokers on consumer protection. Trilegal's note does not address tie-up limits, so we read the nine-insurer limit as unchanged, subject to confirmation against IRDAI's current text.

A third-party administrator (TPA) is a separately licensed entity that processes cashless and reimbursement claims for insurers. It does not sell or place cover. The registration determines whose interest the law says the intermediary serves and how many insurers it may arrange with, which matters most at placement, at renewal, and in a disputed claim. It says nothing about service quality. Our group health insurance broker comparison covers the wider market.

What should a global company's India team evaluate before choosing?

An India team of a global company has two audiences: employees who need cover that works at 9 p.m., and a head office that needs a programme it can audit. The eleven criteria below serve both, with weights out of 100 that are ours. 

We give 45 points to the first three criteria because they are the hardest to change after contracting: an insurer can be replaced at renewal, but a legal relationship or a reporting history cannot be rebuilt. A broker also holds a structural advantage on these criteria, so the weights are not neutral, and the sensitivity table later in this article shows other weightings.

Criterion 8 has a date attached. The Digital Personal Data Protection Act, 2023 covers employee health data, and a Press Information Bureau document records that the DPDP Rules, 2025 were notified on 14 November 2025 with eighteen months for phased compliance. 

A provider that calls itself DPDP-aligned should show evidence.

Onsurity vs VIMA: how do they compare side by side?

The Onsurity column uses only what Onsurity publishes. The VIMA column describes our own service as listed on hellovima.com. "Not published" means the pages reviewed do not say.

On who carries claim risk, the two models are identical: the insurer decides and pays, as Onsurity's trust page states. On scale, Onsurity leads clearly, and a finance team assessing vendor track record should weigh that.

How do Onsurity and VIMA score? A weighted scorecard

This is our assessment, not an independent rating. Scores run from 1 to 5, and points equal score multiplied by weight, so the maximum is 500. Each provider is scored on published evidence. Where our own site publishes little or nothing, we score ourselves 3 or lower. A score of 2 or 5 marks a clear structural or documented difference.

Does the result change if the weights change?

It does, and the table shows how far. Each row keeps every score above and changes only the weights. The India-only SME set gives onboarding speed and pricing 20 points each, wellness 16, track record 12, claims and escalation 8, plan design 6, legal status and insurer access 5 each, renewal and data protection 4 each, and parent-company reporting zero.

The verdict therefore rests on the first three criteria. A reader who gives legal duty, insurer access and head-office reporting little weight should choose Onsurity on this evidence. A reader who treats them as requirements, as most global finance teams will, should shortlist a direct broker.

Quick answer: what is the best Onsurity alternative for a global company's India team?

For a global company or GCC that needs head-office reporting, multi-insurer quotes, and an advisor with a legal duty to the employer, the best Onsurity alternative is an IRDAI-licensed direct broker such as VIMA. Onsurity remains stronger for India-only SMEs that value published monthly pricing and self-serve changes. In our scorecard, VIMA leads 401 to 335 under global-company weights and trails 326 to 439 under SME weights.

The sections below set out the evidence behind each point.

Where do we outperform for a global company's India team?

Five mechanisms produce the scorecard gap, and each can be tested against your own data. If you would rather test them on your census, you can talk to our team at any point.

Who the intermediary represents at renewal

Consider a 600-person GCC whose insurer asks for a 20 percent increase and a 10 percent co-pay on parental cover to soften it. A broker's function under the regulations is to test that request: to compare other insurers, to check whether claims justify the loading, and to advise whether the co-pay is a fair trade or a cost shift. A corporate agent is registered to distribute the products of the insurers it has arranged with. In our reading, that registration does not oblige it to advise the employer against an insurer, although it does not prevent it either.

Onsurity's blog says it runs on a "membership fee model" and that "no hidden broker commissions are inflating the premium". The pages reviewed do not say whether insurers also pay ASIPL commission on a policy.

Insurer access and plan design across a mixed workforce

Insurers differ on pricing for a young urban census, maternity terms, room-rent caps and TPA speed in particular cities. Take a hypothetical 450-person GCC in Hyderabad with heavy parental-cover uptake, and three quotes on the same sum insured. The cheapest carries a room-rent cap that triggers proportionate deductions across the whole hospital bill. The second costs more but removes the cap and improves maternity terms. The third sits between them on price and has a TPA that performs better in the cities where employees live.

Our homepage names 16 insurers, including ICICI Lombard, Digit, Niva Bupa, HDFC Ergo and Star Health, and the illustrative grade-wise table on our large-enterprise page reaches ₹25 lakh for senior leadership. Onsurity's insurers are unnamed, its published plans run from ₹2 lakh to ₹5 lakh, and its enterprise example reaches ₹10 lakh, tiered by grade. A corporate agent with up to nine health insurers can serve many workforces well. The difficulty is that a buyer cannot see from public pages whether the best fit sits inside the panel, so ask any provider which insurers it quoted on your census and why a large insurer was left out.

Head-office reporting

A global CFO building the annual benefits budget typically needs four answers:

• India cost per head per month, in dollars, for each legal entity

• The claims ratio, and how much of it came from a handful of large claims

• How India's plan terms compare with other countries

• What the insurer requested at renewal and what was accepted

Neither provider publishes a parent-company reporting format. Onsurity's enterprise page describes a multi-location console and monthly claims MIS, a faster cadence than the quarterly MIS reports described on our large-enterprise page. Our homepage also lists utilisation dashboards and headquarters reporting among our services. The test for both is the same: request an anonymised sample pack and check whether it answers the four questions without anyone re-keying data.

Renewal negotiation

India MedToday's coverage of Mercer Marsh Benefits' 2026 Health Trends report states that India's medical trend for employer health plans is forecast at 9.9 percent for 2026. Consider a GCC paying ₹4 crore in annual premium before GST. An insurer asking for 15 percent more is asking for ₹60 lakh, and each percentage point negotiated away is worth ₹4 lakh. The negotiating material is the group's claims record, its large-claim history and competing quotes. Our large-enterprise page lists annual renewal negotiation using claims data.

Onsurity prices per member per month, and its pricing page says the final premium depends on team size, age mix, and the cover chosen. The pages reviewed do not describe how rates are reviewed each year or whether other insurers are re-quoted. For a small, stable group, that may not matter. For a large, growing group it does, and our guide to lowering group health insurance costs sets out the levers.

Escalation when a claim stalls

Both models depend on the insurer for claim decisions. As The Week reported in May 2024, IRDAI's health insurance master circular requires insurers to decide cashless requests within one hour and final discharge authorisation within three hours, and bars repudiation without approval by a claims review committee. The report does not separate individual from group policies, so confirm the scope with your insurer. Onsurity adds a doctor-led concierge called Good Doctors and publishes a three-step grievance path on its trust page: its support team, then a grievance redressal officer with a stated 45-day resolution aim, then IRDAI or the Insurance Ombudsman.

A broker's added value arises when a claim stalls or a pattern of poor handling emerges. It escalates for a client to whom it owes a regulatory duty, and it can move the business to another insurer. Ask both providers for median pre-authorisation turnaround, the share of disputed claims overturned, and who answers after 9 p.m.

Where is Onsurity the better fit?

Onsurity is the better fit for several buyer profiles.

• An India-only company with no parent asking for reports, where legal duty and head-office reporting carry little weight. Under the SME weights above, Onsurity scores 439 to our 326.

• A team that manages cash monthly. Published prices let a 40-person team on the Ruby plan model ₹165 × 40 × 12 = ₹79,200 a year before GST, and the pricing page says billing follows the members active that month.

• A company whose headcount changes often. The employee insurance page describes members added or removed mid-month on a pro-rata basis, and the enterprise example includes contract and gig workers.

• A small HR team that wants an app-based experience. The pricing page lists teleconsultations, wellness partner discounts and check-up discounts in every plan, with OPD cover available as an add-on.

Larger employers should not rule Onsurity out, though its own blog suggests companies above 500 employees may be better served by a dedicated broker. Its enterprise example is a 2,400-person rollout, and the GCC directory lists it as serving GCCs. Both are company-published or self-reported, so ask for a reference of similar size. A GCC that already has a global broker of record handling head-office reporting may need only a capable local operating layer, which is a legitimate use of a platform. Other platforms serve similar buyers, and we cover them in our comparisons of the Pazcare alternative and the Loop Health alternative. The wider market is ranked in our guide to the best GCC employee benefits brokers in India.

How are brokers paid in India, and what does the choice cost?

In India, insurers pay intermediaries out of the premium. The IRDAI commission and expenses of management regulations, in force from 1 April 2023, removed product-wise commission caps and let insurers pay under board-approved policies within overall expense limits, according to a JSA law firm summary. Those limits are 30 percent of gross premium for general insurers and 35 percent for exclusive health insurers. The premium you are quoted therefore already includes distribution cost, and changing intermediaries does not by itself add a charge.

Three points still need written answers. Commission can differ between intermediaries placing the same plan with the same insurer, so ask each what the insurer pays on your policy. Regulation 27(1) of the Brokers Regulations also lets a broker charge a client a fee for risk management services, so ask whether any fee applies and have it recorded in the engagement letter. For Onsurity, the pages reviewed describe a membership fee model without saying whether insurers also pay ASIPL commission.

GST needs separate treatment. The Department of Financial Services FAQ, dated 5 January 2026, says the exemption effective 22 September 2025 covers individual policies and that employer-sponsored group health insurance "will continue to be taxed at 18% GST rate", citing Notification No. 16/2025 Central Tax (Rate). ClearTax explains that Section 17(5)(b) of the CGST Act restricts input tax credit on health insurance for employees, including group policies, subject to exceptions. Confirm your position with a tax adviser.

Because Onsurity's prices exclude GST, a 500-employee group on the Ruby plan pays ₹165 × 500 × 12 = ₹9,90,000 a year before tax, and ₹11,68,200 with GST of ₹1,78,200. The Opal and Jade plans bring the pre-tax figure to ₹8,10,000 and ₹13,50,000. These are published list prices, and a 500-person quote will depend on age mix and design. Compare any broker quote on the same basis: cost per employee per month for the same sum insured, room-rent terms and maternity cover, with GST and any fee shown separately.

How do you move from Onsurity to VIMA without a gap in cover?

Onsurity's pricing page states "Pay monthly, only for the members active that month", which suggests no annual lock-in, although the contract should be read for notice and data-return terms. The risk lies in the cut-over, when an employee arrives at a hospital with a card that no longer works. Our guide to switching your group health insurance broker at renewal covers the wider process.

1. 120 days before cut-over: confirm who the policyholder is, which insurer holds the policy, what notice applies and whether the monthly fee covers anything beyond insurance. Onsurity's published materials do not describe an exit or data-return process, so ask for one now.

2. 110 days: request the member census, policy wording, endorsement history and 12 to 24 months of claims data. Onsurity's enterprise page describes a monthly claims MIS shared with the customer's team, so this should exist.

3. 100 days: appoint the new broker in writing and ask each insurer which appointment document it requires before it will deal with the broker on your policy.

4. 90 to 60 days: obtain quotes from several insurers on the same plan design, with terms in writing.

5. Negotiate continuity terms: waiver of initial waiting periods, pre-existing conditions covered from day one, and maternity eligibility carried over. IRDAI's portability rules are written around individual policies in our reading, so for a group policy these are negotiated terms that belong in the policy schedule.

6. Choose the cut-over date. Renewal is cleanest; for a mid-term change, ask the insurer what documents and notice it requires.

7. Run both policies in parallel until the new policy is issued, e-cards are active, and TPA helplines have been tested.

8. Confirm in writing who services hospitalisations that began under the old policy.

9. Send e-cards, helpline numbers and the network hospital list to employees two weeks before cut-over.

10. Review endorsements, e-card issues and first claims at 30 days.

What are the risks and common mistakes when changing provider?

Four comparison errors recur. Finance teams compare a monthly fee with an annual premium without putting both on the same GST basis. Buyers hear "no broker commission" and conclude there is no distribution cost, when insurers pay for distribution under every model. Some treat a dashboard as reporting, when a dashboard is a view and a parent company needs a pack. Others still quote the pre-2022 three-insurer limit for corporate agents.

The costly mistakes occur at switch time. Skipping continuity terms can restart waiting periods for a pregnant employee or someone with a pre-existing condition. Cancelling the old policy before the new one is live leaves a gap that the employer, not the provider, bears. Starting renewal work in the last 30 days lets the insurer set the timetable. A growing GCC that moves from self-serve changes to an account-team model can also see routine endorsements slow, so agree turnaround times for joiners and exits before signing.

What are the twelve questions to ask any provider before you sign?

Put these to Onsurity, to us and to any other shortlisted provider, in writing. Our longer list of questions to ask a GMC broker in India goes further.

1. What is your IRDAI registration category and number, and what validity date does IRDAI's register show?

2. Whose interests do you represent if mine and the insurer's diverge?

3. Which insurers will you quote on my census, which will you leave out, and why?

4. What does each insurer pay you on my policy, and do I pay any fee on top?

5. Is your price before or after 18 percent GST, and what is the all-in cost per employee per month for my sum insured and design?

6. Who is the policyholder, in whose name is the policy issued, and what happens if I leave?

7. Can you show an anonymised sample report that a parent company could use, covering claims ratio, large claims and cost by entity and policy year?

8. Who is my named India contact, and what is the escalation path after 9 p.m.?

9. What are your median cashless pre-authorisation time and your record of overturning wrongful denials?

10. How do you run renewal: when do you start, which insurers do you re-quote, and who negotiates?

11. How quickly do you process joiners and exits, and how do you treat contractors, interns and gig workers?

12. Which certificates, hosting arrangements and breach procedures protect my employees' health data?

How we researched this comparison

We reviewed every source on 9 October 2026 unless a page carries its own date. Provider facts come from the providers' own pages: Onsurity's trust, pricing, enterprise, about, glossary, blog, and comparison pages, and our own website (home, about, large-enterprise, and GCC pages). We treat these as company-reported, meaning self-description that we have not independently verified. Registration details were cross-checked against registry copies of IRDAI's public lists on ESI.in. Those copies do not show validity dates, so Onsurity's validity date is labelled as its own statement. Where a provider's own pages disagree, we report the range. Regulatory points rely on IRDAI regulations, government publications and law-firm summaries. Market and financial figures come from trade press, Zinnov and a data aggregator, each named where used.

We built the scorecard in three steps. We chose eleven criteria and weights before scoring, scored each provider only on published evidence, and then tested the result under alternative weights. Scores are our assessment, and the weights favour criteria on which a broker holds a structural advantage, which is why the sensitivity table is included.

Disclosure: VIMA published this comparison and is one of the two providers scored. Provider details change, so verify licence status, pricing and terms directly with each provider and on IRDAI's register before contracting.

Frequently asked questions

What is the best Onsurity alternative for a global company in India?

For a global company or GCC that needs head-office reporting and multi-insurer quotes, the best Onsurity alternative is an IRDAI-licensed direct broker that represents the employer, and we at VIMA are built for that buyer. Our own scorecard has us ahead 401 to 335 under global-company weights. Onsurity remains stronger for India-only SMEs, as its own blog implies.

Is Onsurity an insurance broker?

No. Onsurity distributes insurance through Atmanirbhar Suraksha Insurance Private Limited, which Onsurity states is an IRDAI-registered Corporate Agent (Composite), registration CA0836, valid until 27 December 2028. A corporate agent distributes the products of insurers it has arranged with. A broker is a separate IRDAI registration that represents the client.

What is the difference between a corporate agent and a broker in India?

A corporate agent is registered to sell the products of the insurers it has arranged with, and Onsurity's own glossary says an agent represents the insurance company. A broker is registered under the IRDAI (Insurance Brokers) Regulations, 2018 to arrange insurance for its clients across insurers, and a legal analysis published in May 2026 treats it as the client's agent.

How many insurers can a corporate agent work with in India?

Business Standard reported on 8 December 2022 that corporate agents may arrange with nine insurers each in life, general and health, up from three, and that a composite corporate agent may hold up to 27 arrangements in total. Trilegal's summary of the 30 July 2026 intermediary amendments does not address this limit, so confirm the current text with IRDAI.

Onsurity vs VIMA: which is better for a GCC?

For a GCC, our assessment favours a direct broker: we score 401 against Onsurity's 335 out of 500 under global-company weights, mainly on legal duty, insurer access and parent-company reporting. Onsurity leads on scale, published pricing and self-serve changes. Under India-only SME weights Onsurity scores 439 to our 326, so the answer depends on the buyer.

Is Onsurity a good choice for startups and SMEs?

Often, yes. Onsurity's pricing page lists plans at ₹135, ₹165 and ₹225 per employee per month, excluding 18 percent GST, with a minimum team of three and monthly, quarterly or annual payment. Its own comparison pages describe it as an SME-native membership. In our scorecard, an India-only team that weights speed and cash flow heavily scores Onsurity above us.

What does Onsurity cost per employee per month?

According to Onsurity's pricing page, the Opal, Ruby and Jade plans cost ₹135, ₹165 and ₹225 per employee per month for sums insured of ₹2 lakh, ₹3 lakh and ₹5 lakh, and all prices exclude 18 percent GST. Its homepage quotes start at around ₹145, and its metadata cites ₹199, so request a written quote.

Is VIMA more expensive than Onsurity?

Not structurally. In India, the insurer pays an intermediary's commission or brokerage out of the premium, so the intermediary type does not add a separate charge. Prices can still differ because insurers, commission levels, and plan designs differ, so compare the all-in cost per employee per month, including GST and any fees.

Does group health insurance carry GST in 2026?

Yes. The Department of Financial Services FAQ, dated 5 January 2026, states that the exemption effective 22 September 2025 covers individual policies and that employer-sponsored group health insurance continues to be taxed at 18 percent GST. Input tax credit on employee health insurance is restricted under Section 17(5)(b) of the CGST Act, subject to exceptions.

Can I switch from Onsurity to a broker mid-term?

Yes, though renewal is the cleanest date. A mid-term switch needs the new broker's written appointment and the insurer's own process for a change of intermediary, which you should request in advance. Keep the old cover running until the new policy is issued and e-cards are active, and check the policyholder and exit terms in your Onsurity agreement first.

Will switching providers reset waiting periods?

It can, which is why continuity terms should be negotiated. Ask the incoming insurer in writing to waive initial waiting periods, cover pre-existing conditions from day one and carry over maternity eligibility. IRDAI's portability rules are written around individual policies in our reading, so for a group policy these are negotiated terms that belong in the policy schedule.

What reporting does a parent company need from India group health insurance?

A parent company typically needs cost per head and per legal entity, claims ratio by policy year, a list of large claims, utilisation trends, the renewal proposal and what was accepted, and a plain-language summary of India terms such as sum insured, room rent and co-pay. Ask any provider for an anonymised sample pack that answers these before you sign.

Next step: compare your India plan with the best Onsurity alternative

If your India headcount and reporting needs are moving beyond a subscription bundle, we can show how a broker-led programme would look for your workforce. Bring your current policy terms, your member census and the last 12 months of claims data, and talk to our team for a side-by-side comparison with your current plan.