Future-Ready Benefits
for your Workforce
Give your employees dignity and security today, structured to fit how your industry actually operates — from the plant floor to the deployment contract.
Coverage on record
What's Included?
Trusted by Filipino families since 1970.
The St. Peter Group has led the Philippines’ DeathCare industry for over five decades backed by the country’s largest chapel network and trust funds held with BPI, BDO, Metrobank, RCBC, and other leading banks.
Built for how your industry works
The same benefit, four different competitive edges.
Every industry treats death-related risk and family obligation differently. Here's how a memorial benefit outperforms the standard package in yours.
On the floor
Shift work, machine operation, and often-unionized rank-and-file crews where every peso of benefit value gets scrutinized during CBA negotiations and orientation.
Best fit
Employer Reserve Package, tiered by rank — line staff vs. supervisory — with unnamed plans held for immediate deployment.
On the floor
Most plants stop at SSS and a basic HMO. A memorial benefit is a visible, tangible line item your workforce can point to — something a competing plant offering only a cash bonus can't match at the same cost, and it shows up well in safety and welfare audits.
→ Strengthens retention among tenured line workers
On the floor
Young workforce, graveyard shifts, and an aggressive war for talent between accounts — sometimes between seats in the same building.
Best fit
Employee Empowerment Package, issued as a milestone reward at regularization or 1-year tenure.
On the floor
Every BPO already offers HMO and a shuttle service. A portable memorial plan is a benefit rival accounts rarely think to offer — low cost to provide, high perceived value, and it speaks directly to the family-first priorities that actually drive loyalty in this workforce.
→ Reduces early attrition around the 3–6 month mark
On the floor
Project-based and often-subcontracted crews on physically hazardous sites, with frequent turnover between projects and close DOLE safety scrutiny.
Best fit
Employer Reserve Package, deployed per-project or per-crew and funded through the existing safety and welfare budget.
On the floor
Contractors who can respond to a site incident within hours — not weeks of claims paperwork — protect both a crew's family and their own standing with the principal for contract renewal. A pre-funded reserve lets site HR act immediately, without waiting on a process.
→ Protects bidding reputation on safety-conscious projects
On the floor
Seafarers deployed for months at a time, families based in the Philippines, and manning agencies competing for the same pool of licensed crew.
Best fit
Employee Empowerment Package, issued at deployment and portable across contracts and agencies.
On the floor
POEA/DMW contracts already require a death benefit — but that's a cash payout the family still has to turn into an actual funeral, often while the seafarer is still at sea. Guaranteeing the service itself, not just a check, is a differentiator a manning agency can advertise at recruitment, not just pay out at claim time.
→ A recruitment differentiator, not just a claims obligation
Corporate Packages
Three Structures.
Pick the one that matches your workforce.
Every package covers the full memorial service — care, casket, viewing, and convoy. What changes is who owns the plan and when it's assigned.
Employee Empowerment
Best for talent retention
The employee is the planholder from day one — a permanent, portable safety net that stays with them for life.
Planholder status from issuance, not at claim time
Fully portable after resignation, no forfeiture
Company-paid, subsidized, or employee-enrolled
Employer Reserve
A floating inventory of memorial-only plans, owned by the company and deployed the moment they're needed.
Unnamed plans held in reserve for emergencies
Best for talent retention
Funded through welfare or CSR budgets
Convertible to named plans at milestones
Best for talent retention
Group Voluntary
Employees enroll directly through a group link. St. Peter handles setup, billing, and support — you handle nothing.
No cost or subsidy required from the company
HR simply shares the enrollment link
Full benefits apply, same as named plans
How the partnership works
From first call to ongoing support, in five steps.
Consult & customize
A 15-minute call with a Corporate Sales Specialist to scope your workforce.
Select package mix
Choose between Employee Empowerment, Employer Reserve, or Group Voluntary.
Onboard employees
Webinars, on-site kiosk days, or a self-service enrollment link.
Agree & sign
E-contracts plus HR dashboard access within 24 hours.
Ongoing support
Dedicated hotline and enterprise chat for HR and employees alike.
Frequently asked
Questions HR teams ask us first.
While we do not offer corporate discounts, organizations can still take advantage of our 10% spot cash discount on eligible plans. We can also recommend the most suitable plan options based on your organization’s needs.
The minimum number of participants depends on the corporate partnership agreement. We will work closely with your organization to design a program based that aligns with your company’s size, workforce, and benefit objectives.
Our team provides continuous after-sales support, including assistance with inquiries, payments, policy servicing, beneficiary updates, and plan utilization, ensuring your company feels supported throughout the partnership.
Yes. We can tailor our program based on your company’s needs, including payroll deduction arrangements, employee orientations, enrollment campaigns, and benefit presentations, ensuring a customized fit for your organization.
To start the partnership, simply schedule a meeting with our Corporate Partnership Team. We will conduct a needs assessment, present the available programs, discuss the partnership terms, and guide your company smoothly through the implementation process, making it straightforward and accessible.
Yes. Depending on the corporate program, employees may also extend the benefits of planning ahead by purchasing eligible plans for their spouse, parents, children, or other qualified family members.
A St. Peter Life Plan is a prepaid memorial service plan that guarantees the full delivery of funeral services when they are needed. It is not merely a cash benefit—it ensures that professional memorial arrangements are carried out without the burden falling on the employee’s family. Unlike traditional life insurance, which only provides a cash payout that still leaves the family responsible for arranging funeral services, a St. Peter Life Plan covers everything from viewing setup, embalming, and transport to the casket or urn and use of the chapel. Many plans also include insurance riders, such as Credit Life, Accidental Death & Dismemberment (AD&D), and Waiver of Installments, offering a dual
benefit of service and financial protection. This makes it a practical and compassionate alternative to cash-based coverage. For companies, offering this type of plan provides employees with both emotional peace of mind and
concrete, end-to-end support for their loved ones.
Each plan covers a complete memorial service package that includes professional arrangements such as embalming, casket or urn provision, use of a St. Peter chapel for viewing, and transport of remains. The service is handled end-to-end by trained personnel, relieving families from logistical stress and unplanned expenses. Depending on the specific plan selected, additional features may include insurance riders (Credit Life, AD&D, Waiver of Installments), 24/7 claims assistance, and transferability under certain conditions. The coverage ensures dignified, organized, and compassionate memorial support for the employee’s family.
Ready when you are
Let's find the right package mix for your workforce.
A 15-minute call is enough to scope a fit — no commitment required.
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