Lockton Affinity designs and services customized insurance solutions for associations, franchises, nonprofits, and small businesses. As a leading insurance brokerage, we build tailored personal insurance and business coverage programs that go beyond standard markets.

— INNOVATIVE INSURANCE SOLUTIONS

Sponsored programs

Customized insurance for franchises, associations, clubs, trade groups, & more.

Tailored insurance solutions

The Lockton Affinity team underwrites, distributes and services specialty insurance products that fall outside standard markets. This includes building customized insurance solutions for affinity groups, associations, franchises and non-profits and administering millions of transactions for PEOs, risk purchasing groups and captives.

Contact our team to build a unique insurance solution, tailored to your needs.

Specialized expertise. Dedicated teams.

Lockton Affinity’s in-house solutions provide unique features to ensure program longevity and add real value for your group.

  • Our IT department can develop a custom online insurance experience, including online apply-to-bind customer journeys, customer account management portals, and integration with program sponsor's existing systems.

  • Our underwriting team has delegated authority to bind policies on behalf of our carrier partners, streamlining the insurance buying process for insureds.

  • Our backroom administration team can automate and service your group’s high-volume insurance transactions like certificate and policy issuance, ID card generation and billing.

  • A dedicated team of licensed and trained service experts provide your group with personalized attention and service. Our teams meet the highest service expectations and real people answer the phones, adding a much-needed personal touch to insurance.

  • Our full-service marketing team helps reinforce the value of the insurance program to your group, strengthening your organization’s value proposition.

Areas of Expertise 

Sponsored programs - We’ve built unique, lasting insurance programs for hundreds of affinity partners over the past three decades.

  • COMMERCIAL AUTO

Transportation

  • FINANCIAL SERVICES

Financial advisors

  • FITNESS AND WELLNESS

Fitness and wellness groups

  • FRANCHISE SYSTEMS

Hotels and hospitality

Quick service restaurants

Retail businesses

Other franchise systems

  • GROUP BENEFITS

Group benefits

  • HEALTHCARE

Allied health professionals

  • HOME CARE

Home care businesses

  • NON-PROFIT ORGANIZATIONS

National non-profit organizations

Fraternal organizations

  • OUTDOOR/RECREATIONAL

Outdoor enthusiasts

Outdoor/recreational businesses

Motorsports enthusiasts

  • PROFESSIONAL ASSOCIATIONS

Optometrists

Orthodontists

Photographers

Physicians

  • PROFESSIONAL ENTITIES

Architects and engineers

Law firms and bar associations

  • SMALL BUSINESSES

Automotive aftermarket

Inventory dealers

Other small businesses

Backroom administration We build automated, scalable, efficient processing solutions to service your high-volume insurance transactions like certificate and policy issuance, ID card generation, billing and other related policy documentation.

  • Professional Employer Organizations (PEOs)

  • Agency captives and risk purchasing groups

  • Carriers

  • Anyone with a high volume of insurance-related transactions

Latest news & insights

Brazil has extended social security-paid maternity leave in cases of post-delivery hospitalization of the mother or the newborn due to childbirth-related complications, with the standard maternity leave period effectively extended by the duration of the hospitalization. This change took effect on 30 September 2025.Brazil extends maternity leave for post-delivery hospitalization

Brazil extends maternity leave for post-delivery hospitalization

article
Brazil has extended social security-paid maternity leave in cases of post-delivery hospitalization of the mother or the newborn due to childbirth-related complications, with the standard maternity leave period effectively extended by the duration of the hospit ...
Read moreBrazil extends maternity leave for post-delivery hospitalization

Why holistic GLP-1 strategies are needed now

GLP-1s are one of the most important employee health and benefit considerations for employers as costs rise, utilization increases, and new formulations and indications enter the marketGLP-1s are one of the most important employee health and benefit considerations for employers as costs rise, utilization increases, and new formulations and indications enter the market

Germany To Expand Occupational Pension Coverage [UPDATED]

The German government introduced an occupational pension reform proposal aimed at making the existing voluntary occupational pension model more flexible and expanding workforce participation by strengthening the social partner model, among other changes. The draft Second Act to Strengthen Company Pensions and to Amend Other Laws (the “Draft Act”) was published by the Federal Ministry of Labour and Social Affairs on 27 June 2024 and a government draft bill revising the proposal was adopted by the cabinet 18 September 2024. It will now work through the legislative process and be submitted to the Bundesrat for approval. The legislation is not expected to be passed until early 2025. Read detailed analysis of the Draft Act from Funk Gruppe here: Important changes for retirement provision. Key details The most relevant changes introduced by the Draft Act are as follows: Social Partner Model One of the main goals of the Draft Act is to enable third-party companies—those not currently bound by an industry collective agreement—to participate in the “pure defined contribution” plan model currently reserved to companies participating in the Social Partner Model (Sozialpartnermodell, SPM). This should expand access to smaller employers not bound by any specific collective agreement. Their participation in the SPM defined contribution retirement is subject to final approval of the SPM managing parties and may require contribution toward the SPM’s operating costs. Automatic participation with opt-out Employers will be allowed to establish auto-enrolled deferred compensation plans provided the employer contribution is at least 20% of the employee deferral, the employees can opt-out, and the plan is based on an agreement with the company’s elected works council or staff council. (Automatic participation will not be available to companies that do not have an elected works or staff council.) Currently, automatic participation is only possible for companies under a collective agreement and the minimum employer contribution is 15% of the employee deferral. In all other cases, only opt-in deferral arrangements are permitted. Subsidy for lower income earners The maximum government subsidy amount of occupational pension contributions for lower income earners earner is expected to increase and will be indexed with the social security contribution ceiling. Severance Pay The Draft Act simplifies the termination of occupational pension plans processes by increasing the exiting severance pay on pension entitlements from 1% to 2% of the monthly reference amount in accordance with Section 18 of Social Code Book Four (SGB IV). Subject the employee agreement, the severance payment may be paid by the employer directly towards the statutory federal pension scheme. Pension payment modalities Currently, pension funds (Pensionfonds) are only allowed to pay out pension benefits as a lump sum or an annuity. The Draft Act would allow pension funds to pay out benefits in installments. Early retirement requests The Draft Act enables an early pay out of the occupational pension benefits for early claimants who are receiving a partial state retirement pension instead of a full state pension as is currently the case. Lockton comment Employers should monitor the legislative process to ensure proper compliance the ongoing pension reform legislation. Employers may start preparing for the upcoming changes by reviewing their existing voluntary occupational pension plans (if any), considering the pros and cons of an automatic participation model, or whether they would consider participating in an SPM plan should that option become available to them. The German government introduced an occupational pension reform proposal aimed at making the existing voluntary occupational pension model more flexible and expanding workforce participation by strengthening the social partner model, among other changes. The draft Second Act to Strengthen Company Pensions and to Amend Other Laws (the “Draft Act”) was published by the Federal Ministry of Labour and Social Affairs on 27 June 2024 and a government draft bill revising the proposal was adopted by the cabinet 18 September 2024. It will now work through the legislative process and be submitted to the Bundesrat for approval. The legislation is not expected to be passed until early 2025. Read detailed analysis of the Draft Act from Funk Gruppe here: Important changes for retirement provision. Key details The most relevant changes introduced by the Draft Act are as follows: Social Partner Model One of the main goals of the Draft Act is to enable third-party companies—those not currently bound by an industry collective agreement—to participate in the “pure defined contribution” plan model currently reserved to companies participating in the Social Partner Model (Sozialpartnermodell, SPM). This should expand access to smaller employers not bound by any specific collective agreement. Their participation in the SPM defined contribution retirement is subject to final approval of the SPM managing parties and may require contribution toward the SPM’s operating costs. Automatic participation with opt-out Employers will be allowed to establish auto-enrolled deferred compensation plans provided the employer contribution is at least 20% of the employee deferral, the employees can opt-out, and the plan is based on an agreement with the company’s elected works council or staff council. (Automatic participation will not be available to companies that do not have an elected works or staff council.) Currently, automatic participation is only possible for companies under a collective agreement and the minimum employer contribution is 15% of the employee deferral. In all other cases, only opt-in deferral arrangements are permitted. Subsidy for lower income earners The maximum government subsidy amount of occupational pension contributions for lower income earners earner is expected to increase and will be indexed with the social security contribution ceiling. Severance Pay The Draft Act simplifies the termination of occupational pension plans processes by increasing the exiting severance pay on pension entitlements from 1% to 2% of the monthly reference amount in accordance with Section 18 of Social Code Book Four (SGB IV). Subject the employee agreement, the severance payment may be paid by the employer directly towards the statutory federal pension scheme. Pension payment modalities Currently, pension funds (Pensionfonds) are only allowed to pay out pension benefits as a lump sum or an annuity. The Draft Act would allow pension funds to pay out benefits in installments. Early retirement requests The Draft Act enables an early pay out of the occupational pension benefits for early claimants who are receiving a partial state retirement pension instead of a full state pension as is currently the case. Lockton comment Employers should monitor the legislative process to ensure proper compliance the ongoing pension reform legislation. Employers may start preparing for the upcoming changes by reviewing their existing voluntary occupational pension plans (if any), considering the pros and cons of an automatic participation model, or whether they would consider participating in an SPM plan should that option become available to them.

Department of Labor announces benefit plan penalties for 2026, with only a few changes from last year

Most Department of Labor penalties are reviewed annually under federal inflation adjustment rules. For 2026, the DOL did not issue further increases to most ERISA penalties finalized for 2025. This does not signal reduced enforcement.Most Department of Labor penalties are reviewed annually under federal inflation adjustment rules. For 2026, the DOL did not issue further increases to most ERISA penalties finalized for 2025. This does not signal reduced enforcement.
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Key Lockton Affinity Contacts

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Patrick O’Farrell

President, Lockton Affinity
POfarrell@LocktonAffinity.com
+1 913 652 7578

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Joe Ziegler

Chief Operations Officer, Lockton Affinity
JZiegler@LocktonAffinity.com
+1 913 652 7668

General Inquiries

Get In Touch

Info@LocktonAffinity.com