Welcome to Valor

We are a full service advisory firm that was created with the goal of providing both the small and large employer with a specialized resource for employee benefits information and consultation


Employee Benefits Program

To structure a health benefit for the staff and their dependants and to negotiate for the best rate for the program. It includes Outpatient and Hospitalisation Care. We will share with you the best practices in the market that will suit your organisation.

Group Term Life Insurance which covers employees for Death, Critical Illness, Accident and Total or Partial Disability, is a lump sum cash benefit. Proceeds are payable tax-free to the insured individual. Critical Illness insurance can assist the patient and their family with some of the extraordinary costs of facing a critical illness, and how the proceeds are used is completely up to the individual. They may choose to use it on experimental drug treatments, uncovered provincial diagnostic tests, home / work modifications (wheelchair ramps etc.), nursing care, debt/ mortgage repayment or perhaps towards a family holiday.

We take the time to understand the full scope of our clients’ needs and goals. This time invested up front allows us to focus on innovative and cost effective solutions, saving our client’s critical time and resources.

 We firmly believe that our success and growth is a result of our people, integrity and relationships with both clients and providers.





Claims Management

Companies which do not have a panel of contracted clinics usually allow their employees to seek treatments from any clinics of their choice. Employees have to seek reimbursement from their companies by submitting their receipts. Larger companies which opted for such scheme usually impose co-payment features or cap a limit for each consultation for cash reimbursements. These companies may be able to control some cost by putting a cap to the amount which can be reimbursed but the employees are at risk of being over charged by the providers and have to bear the entire amount which exceeded the limit set by the employers.

This type of arrangement is not effective in cost control since it involves vast amount of admin works in cash reimbursements. There is also no prior negotiation on charges with the doctors who provide the services. However companies which allow employees to have a free choice of doctors to visit can manage the amount of admin works and reduce the cost of administration in the reimbursement process by using the Claims Management Portal.

The Claims Management Portal allows employees to submit their claims online through individual password log in. This self help method helps to eliminate the data entry processes involved in reimbursement of claims. Alternatively companies can opt to engage us as the Third Party Administrator to key in the claims made by the individual employees.

We have simplified the medical benefit process by making cashless consultations available at a network of clinics in Malaysia. With us, you control your company’s benefit costs because doctors’ fees are managed at the point of transaction. Doctor’s fees are made transparent because billings are based on pre-agreed fee schedules and drug formulary. All transactions are captured online through Electronic Health card and made available to you through Claims Management Portal.

Our Screening System offers monitoring for staff medical check up, i.e. pre-employment, yearly screening, MARDEP category screening for Seafarers, OSHA screening for Oil and Gas Industry, Chemical or Drug Tests, etc. This allows for immediate tracking and screening results allowing management to make informed decision accordingly. All the link to the clinics and providers are also with special discounted pricing allowing bulk purchasing power to take effect.

Executive Top Up Program

A Disability Top-up consists of combining your current group disability insurance with additional coverage from an individual plan. This concept works best in situations where the maximum benefit available under your group long-term disability plan is low in relation to your current income. A Top-up plan helps to ensure that you have the appropriate amount of income replaced in the event of disability. In addition, it is a method of “grouping” individual disability insurance policies which can provide an attractive, cost-effective benefit for employees of a corporation or a non-corporate entity.


A medical top up that enables employees to be comfortable when they retire. Also allows them to buy for their dependants in the event they are not sponsored by the company. This allows them to buy at a special privilege pricing instead.



Flexi-Benefits Program

We provide solutions to companies who would like to explore the options of adopting Flexi-Benefits program:

  • We can customised the program to suit your needs and provide you with a solution based program to meet your needs.
  • It is benefits plan that allows employees to select from a pool of choices, some or all of which may be tax-advantaged.
  • Potential choices include cash, retirement plan contributions, vacation days, and insurance.It is also known as Cafeteria Plan.
  • Historically, employee benefit plans have been provided on a one-size-fits all basis, designed to meet the perceived needs of the assumed ‘typical employee and family.’

The diversity of employee needs and the advent of technology have contributed to a growing trend towards more flexible benefit arrangements. According to surveys, flexible benefit plans continue to grow in popularity and offer employees the opportunity to select those benefits they need, while helping the employer manages benefit plan costs. As a concept, flexible benefit plans have been around for about two decades. What is new, however, is that more employers seem to be using them.

Flexible benefits are a natural choice for employers seeking to partner with employees in managing benefit plan costs.

For some organizations, a comprehensive flexible benefit plans with many benefits is the best solution. For others, a more practical approach might be to focus flexibility on three or four particular benefits. Others organizations may prefer to introduce flexibility one step at a time.

The best plan may not necessarily be the one that offers the greatest amount of employee choice while it is important that the plan design reflects the business reasons for introducing flexibility and the on-the-ground realities of the organization as well as employee demand.