Executive Income Protection
Cover 80% of your income with executive income protection
If you are a company director of a limited company, then paying for your income protection as a business expense can save you thousands of pounds in tax while securing your personal income at the same time. We can offer cover of up to 80% of your salary and dividends as well as income that is shared with a spouse or partner, all in one premium.
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- No fees, ever: we're paid by the insurer, not you
- FCA authorised and regulated (985058)
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The quick version
Executive Income Protection in a minute
- What it is: Income protection arranged through your limited company, covering salary and dividends combined, up to 80% of total remuneration
- Who it's for: Limited company directors whose income includes dividends, especially where a spouse also draws dividends from the business
- What makes it different: Covers dividends as well as salary, higher benefit limits than personal IP, and the potential for corporation tax relief on the premiums
- How to get it: One call - we search every UK insurer and present your options
How much does executive income protection cost?
A 40-year-old company director would pay around £75.60 a month for £50,000 of annual Executive Income Protection benefit, or £116.26 a month for £80,000, with a 3-month deferred period and cover to age 68.
| Age | £50,000 a year | £80,000 a year |
|---|---|---|
| 35 | £49.89 | £76.16 |
| 40 | £75.60 | £116.26 |
| 45 | £97.94 | £151.13 |
| 50 | £126.04 | £194.98 |
| 55 | £116.60 | £180.94 |
| 60 | £132.69 | £206.13 |
Example monthly premiums for a non-smoking male company director with no health conditions, 3-month deferred period, cover to age 68, based on the lowest premium across our insurer panel. Quotes sourced on 1 October 2026. Indicative only: premiums depend on occupation, health, lifestyle and underwriting.
Benefits overview
Key benefits of executive income protection
Designed for directors, it offers unique benefits that personal income protection can't match.
Covers salary and dividends
Designed for business owners, executive income protection covers 80% of your salary and dividends, with the benefit paid to your business if you are unable to work.
Tax-efficient
Your business pays the premiums as a business expense, saving corporation tax and income tax, with no benefit-in-kind.
Spousal income
If you pay income to you and a spouse, we can cover both incomes under your policy, so if you are unable to work, the business still has the funds to continue paying both of you.
Our customers
Trusted by business owners like you
“Very happy with the service and process I went through. They explained how the income protection policy worked and how it would be tax efficient for me through my limited company.”
“Recently used them for relevant life and income protection. Professional and informative.”
“Executive Life helped me find the best deal for my life insurance policy and also my income protection policy. It was very easy and the process took no time at all - I would highly recommend them!”
Questions
Frequently asked questions
Why isn't personal income protection enough for directors?
Most directors draw a modest salary and take the rest as dividends. Personal income protection calculates the benefit on earned income, which means your salary, so dividends don't count. For a director drawing £12,570 in salary and £80,000 in dividends, a personal policy would leave around 92% of their income unprotected.
Can it cover my spouse's dividends too?
Yes. If your spouse draws dividends from the business, those dividends can be included in the cover calculation as well, which makes executive income protection particularly valuable for husband-and-wife companies.
How is the payout taxed?
The payout arrives in the business bank account and the company pays it to you, typically as salary, so income tax and National Insurance apply at that stage. That's why the cover level should be worked out from the net income you actually need.
What is the deferred period?
It's the gap between when you can no longer work and when the policy starts paying out. The longer the deferred period, the lower the premium; for most directors the right choice is somewhere between three and six months.
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