Executive Income Protection UK

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What Is Executive Income Protection?

Executive income protection (often shortened to EIP) is a long-term income replacement policy paid for by a UK limited company on behalf of a named director or senior employee. If that person is unable to work due to illness or injury, the policy pays a monthly benefit to the company, and the company then pays the director through PAYE in the normal way. The premiums are a deductible business expense, the payout is treated as earnings when it reaches the individual, and the structure is designed specifically for people who pay themselves through a mix of salary and dividends.

It sits alongside relevant life insurance and key person insurance as one of the three core business protection tools Knox recommends for limited company clients. The reason it exists is simple. Personal income protection in the UK is capped at a percentage of declared salary, which ignores dividends, pension contributions, and P11D benefits. For a director drawing a £12,000 salary and £100,000 in dividends, a personal policy caps the benefit at a percentage of the £12,000 figure, which is not protection in any meaningful sense. Executive income protection fixes that problem by treating the full remuneration package as insurable income.

This page covers how the product works, who qualifies, the tax treatment, how it compares to personal and group income protection, the main UK providers, typical premium ranges, the underwriting process, and the way Knox structures cases for limited company directors. If you run your own company and take most of your income as dividends, this is the product you should be looking at.

Who Is Executive Income Protection For?

Executive income protection is designed for people who are both owners and employees of a UK limited company. The two most common client types:

Limited company directors paying themselves via salary plus dividends. The typical Knox client. A contractor through a personal service company, a tech founder, a design agency owner, a consultant, a property investor with a trading limited company. These people almost always have a small PAYE salary and a much larger dividend stream. Personal income protection ignores the dividend portion. Executive income protection does not.
Salaried employees on a director-level contract within a limited company. Finance director, sales director, operations director on a £150,000-plus salary who wants the premium paid from company funds rather than from post-tax personal income. The employer benefits commercially (retention, tax deduction, no benefit in kind), the individual benefits from income protection they would otherwise struggle to justify personally.

Sole traders and ordinary partnerships do not qualify. There is no limited company to own the policy or pay the premiums. A sole trader needs personal income protection, usually with an accountant’s self-employed net profit declaration to support the cover amount.

Directors of limited liability partnerships (LLPs) are typically treated as self-employed and cannot use executive income protection in the standard structure. A few providers will consider designated members of an LLP if the structure is set up correctly. This is a specialist area and worth a conversation before applying.

What Executive Income Protection Covers

The single biggest difference between executive and personal income protection is what counts as insurable income. On a personal policy, the insurer looks at your P60 salary. On an executive policy, the insurer will typically accept:

Gross salary paid through PAYE
Regular dividends drawn from the company (usually averaged over the last two to three years)
Regular employer pension contributions
P11D benefits (company car, private medical, gym, phone, etc.)
Guaranteed bonus structures where the policy wording allows

Most UK providers will cover up to 80% of the total remuneration package. A handful push to 100% with certain deferred period combinations. That is a meaningful uplift on the 50 to 65% that personal policies typically cap at. For a director earning £112,000 on a £12,000 salary plus £100,000 dividends, the difference between an 80% executive benefit and a personal policy tied to £12,000 salary is the difference between £89,600 a year of protected income and somewhere around £6,000 a year. Different product entirely.

The benefit is paid monthly for the duration of the claim, up to the benefit period selected, until the insured returns to work, until the policy’s stated cease age (usually state pension age), or until death, whichever comes first.

Benefits of Executive Income Protection

Five headline advantages drive most EIP decisions:

Tax-deductible premiums. HMRC generally treats EIP premiums as a trade expense when the policy meets the usual commercial tests (Anderson-style principles applied in practice, reasonable salary multiple, no personal tax avoidance motive). Speak to an accountant, but in most director cases the premium reduces the company’s corporation tax bill.
No benefit in kind. Unlike relevant life critical illness or some health insurance structures, a properly set up EIP policy does not typically trigger a P11D benefit in kind for the director. The company pays the premium, the director does not get taxed personally on the premium.
Higher income replacement ceiling. Personal IP usually tops out around 50 to 65% of gross salary. Executive IP can cover up to 80% of salary plus dividends plus P11D benefits. For dividend-heavy directors this is often a 10x uplift in actual protected income.
Paid from company funds. The premium comes out of company cash, not post-tax personal income. For a higher-rate taxpayer drawing dividends, the effective cost of a £200 per month personal IP policy is materially more expensive in pre-tax terms than the same £200 paid by the company.
Claim payouts run through payroll. The benefit reaches the director as PAYE earnings, taxed as income. That is how it should be. It also means the director can keep contributing to pensions, accruing state pension credits, and maintaining the same financial routine as if they were still working.

How Executive Income Protection Works

The mechanics matter because the tax treatment depends on doing each step correctly.

Policy application. The limited company is the policyholder. The director is the life assured. The application captures the director’s remuneration split between salary, dividends, and benefits, along with medical history and occupation details.
Premiums paid by the company. Monthly or annual premiums come directly out of the company’s bank account and are booked as a business expense.
A claim event occurs. The director becomes unable to work due to illness or injury that meets the incapacity definition in the policy (own occupation, suited, or any, all covered in detail below).
Deferred period runs. The deferred period is the waiting time between the director stopping work and the first benefit payment. Common options are 4 weeks, 8 weeks, 13 weeks, 26 weeks, and 52 weeks. Longer deferred periods mean lower premiums.
Insurer pays the company. Monthly benefit is paid from the insurer to the company’s bank account. The company receives the payment tax-free at the point of receipt (but the corporation tax treatment depends on how premiums were treated).
Company pays the director through PAYE. The director receives the benefit as earnings, with PAYE income tax and National Insurance deducted as normal. This is what makes the product work. The director’s take-home position mirrors normal employment income.
Benefit continues until recovery or end of benefit period. The policy keeps paying monthly until the director returns to work, recovers enough to fail the incapacity definition, hits the benefit period cap, reaches the cease age, or dies.

Steps 5 and 6 are what distinguishes EIP from personal IP. On a personal policy the individual is paid tax-free. On an executive policy the company is paid and then pays the individual as taxable earnings. The net outcome for the director is usually similar on a like-for-like benefit, but the tax handling at policy level means the premium treatment works in the company’s favour.

Policy Options: Deferred Period, Benefit Period, and Escalation

Three structural choices drive the premium and the usefulness of the cover.

Deferred period. The gap between the claim trigger and the first payment. Options typically run 4, 8, 13, 26, or 52 weeks. A director without meaningful sick pay reserves should usually take 4 or 8 weeks. A director with 6 months of sick pay built into their contract can go 26 weeks and pay less. The 52-week option is rare in executive cases because directors are not usually full salaried employees with employer sick pay to bridge the gap.

Benefit period. How long the benefit will keep paying if the claim continues. Two structures exist:

Full-term benefit pays until the policy’s cease age (typically state pension age, sometimes 65 or 68). This is the structure Knox recommends by default. If you are seriously ill for 20 years, the policy keeps paying for 20 years.
Short-term benefit (also called two-year or five-year benefit) caps the payout after a fixed period. Premium is materially lower. The tradeoff is that a long illness runs the benefit out and the director returns to nothing. Short-term benefit can make sense for very young directors with little financial exposure. For anyone with a mortgage and dependants it usually does not.

Escalation. Whether the benefit rises each year in line with inflation. Three common options:

Level benefit. Stays flat. Cheaper premium.
Fixed escalation of 3% or 5% a year. The benefit rises by the fixed rate each year.
RPI-linked or CPI-linked escalation. Benefit rises in line with published inflation data, usually with a cap (e.g., 10%).

Escalation matters on long benefit periods. A £5,000 a month level benefit is worth materially less in real terms 15 years into a long-term claim. RPI escalation adds roughly 10 to 20% to the premium depending on the insurer and cover design, and Knox usually recommends it for anyone taking a full-term policy.

Three Premium Structures: Guaranteed, Reviewable, and Age-Banded

EIP premiums are priced one of three ways. The difference between them is meaningful over a 25-year policy term.

Premium structure	How it works	Typical premium start	Premium risk
Guaranteed	Premium is fixed for the full term	Highest at outset	No risk. Premium never changes unless you increase cover
Reviewable	Insurer reviews the premium every 5 years (sometimes 2) against claims experience	Middle	Premium can rise materially at each review point. Knox generally avoids this
Age-banded	Premium rises automatically each year as you age	Lowest at outset	Premium rises steadily every year. Over 25 years total cost is usually higher than guaranteed

Knox defaults to guaranteed premiums for executive income protection. The slightly higher starting premium is almost always worth it. Age-banded looks attractive in the first few years and then creeps up. Reviewable looks fine until the first review, at which point the insurer can raise the premium significantly without you being able to lock it back in. Guaranteed pricing removes both risks.

Incapacity Definitions: Own Occupation, Suited, and Any Occupation

This is the single most important technical clause in an income protection policy. The incapacity definition decides whether you can claim. Three versions exist, and the difference between them is not academic.

Definition	What it means	Claim likelihood
Own occupation	You cannot perform the specific duties of your own job	Highest. Easiest to claim
Suited occupation	You cannot perform any job you are reasonably suited to by training or experience	Middle. Insurer can push you into a related role
Any occupation	You cannot perform any job at all	Lowest. Insurer can argue you could work as anything, somewhere

Knox pushes own occupation definitions on almost every executive case. A surgeon with a hand injury cannot operate. That is a clear own-occupation claim. On a suited definition the insurer might argue the surgeon could teach medicine or consult. On any-occupation the insurer could argue the surgeon could work a supermarket till. Own occupation is the only definition that reflects what the client actually does for a living.

Some insurers only offer own occupation to certain occupation classes. Higher-risk manual trades sometimes get pushed to suited or any. For limited company directors in professional roles (IT, finance, design, consulting, property, tech) own occupation is almost always available. Knox will not place a policy on a suited or any definition unless every other option has been exhausted and the client understands the tradeoff.

Tax Treatment of Executive Income Protection

This is where EIP earns its place in a director’s protection stack. A worked example shows why.

Scenario. Amy is a 38-year-old director of a UK limited consulting company. She pays herself £12,000 salary through PAYE and takes £100,000 in dividends each year. She wants £70,000 a year of income protection benefit, payable to age 65, with own-occupation cover and a 13-week deferred period. Indicative premium: £150 per month, or £1,800 per year.

Without executive IP (personal income protection scenario):

Because personal IP is capped against declared PAYE salary, Amy’s £12,000 salary base means a typical personal policy benefit tops out at around £6,500 to £7,800 a year. Nowhere near the £70,000 she wanted. If she does buy personal IP, she pays the £150 monthly premium out of post-tax personal income. To fund £1,800 of premium out of dividends she has to draw around £2,324 gross (assuming higher-rate dividend tax), which is real cost to Amy.

With executive IP:

The company pays the £1,800 annual premium directly. HMRC generally treats the premium as a deductible trade expense, so it reduces the company’s corporation tax bill at the current rate (typical small profits / marginal / main rate depending on company profits). At a 25% effective corporation tax rate the net cost of the premium to the company is £1,350. No benefit in kind is triggered on Amy personally. When Amy claims, the insurer pays the £70,000 a year benefit to the company. The company pays Amy through PAYE. Amy receives her PAYE earnings net of income tax and National Insurance, which mirrors the tax position she would have been in had she been earning normally.

Net result. Amy insures her real income (salary plus dividends), pays the premium through the company for a lower effective cost, avoids the BIK trap, and receives a much larger benefit on claim than any personal policy would deliver.

Tax caveat. HMRC treatment depends on the policy meeting the commercial purpose test, the premium being reasonable against remuneration, and the policy being set up in the correct legal structure. Speak to your accountant before implementation. Knox works alongside directors’ accountants on every EIP case to confirm treatment in advance.

Executive IP vs Personal Income Protection

Side by side the products look superficially similar. In practice they solve different problems.

Feature	Executive IP	Personal IP
Who owns the policy	Limited company	Individual
Who pays the premium	Company	Individual (post-tax)
Tax on premium	Typically deductible business expense	Paid from post-tax income, no relief
Benefit in kind	No (if structured correctly)	Not applicable
Income covered	Salary + dividends + P11D + employer pension	PAYE salary only, sometimes self-employed net profit
Typical cover cap	Up to 80% of full remuneration	50 to 65% of declared salary
Benefit paid to	Company, then to individual via PAYE	Individual direct
Tax on benefit	PAYE income tax and NI when paid	Tax-free
Portability if you leave the company	Policy can usually move to another structure	Fully portable

Worked tax comparison on Amy’s numbers (£12k salary plus £100k dividends). An equivalent personal IP benefit to match £70,000 of protection would need her to be declaring £90,000 to £100,000 of PAYE salary, which would change the entire tax profile of her company. The executive route gives her the protection she needs without restructuring her whole remuneration.

For most limited company directors, the conversation is not “executive or personal” but “executive first, personal as a top-up if the structure allows.” Sole traders and partnership members go the other way.

Executive IP vs Group Income Protection

Group income protection is a scheme policy bought by an employer to cover a pool of employees under one policy. Executive income protection is a single-life policy bought for a named director or senior employee. When does each apply?

Situation	Right product
Solo director, no staff	Executive IP
Director plus spouse on payroll, no other staff	Executive IP on the main earner
2 to 5 employees including directors	Executive IP for directors, consider adding group IP as staff grows
10+ employees	Group IP for the workforce, executive IP on top for key directors where group cap is too low
Large corporate with 50+ staff	Group IP across the workforce, executive top-up for C-suite

The practical reason executive IP exists alongside group IP is that group schemes usually cap the benefit at a percentage of salary that does not reflect the real earnings of owner-directors. A group scheme built around £40,000 average salaries does not cover a founder drawing £200,000 through salary and dividends. Executive IP fills the gap.

Knox’s client base is overwhelmingly in the first three rows of this table. Most limited company clients are either solo directors or small director teams. Executive IP is usually the correct product.

Main UK Providers of Executive Income Protection

The executive IP market in the UK is concentrated around five main insurers, with a small number of specialist providers at the margins. Each has a different sweet spot.

Provider	Own occupation default	Dividends accepted	Typical maximum benefit	Notable features
Legal & General	Yes, most occupations	Yes, 3-year average	80% of full remuneration	Strong on claims history, wide occupation classes
Aviva	Yes, most occupations	Yes, 2 to 3-year average	Up to 80% of full remuneration	Good on mental health, rehabilitation support
Royal London	Yes, most occupations	Yes	Up to 80%	Strong on short deferred periods, good for dividend-heavy cases
Vitality	Yes, most occupations	Yes	Up to 80%	Vitality rewards programme (reduced premiums for healthy behaviours)
LV	Yes, most occupations	Yes	Up to 80% (sometimes 100% with 8-week deferred)	Specialist in high-earner director cover, flexible deferred periods

No single insurer is the right answer for every client. Knox is whole-of-market and quotes across the panel for every executive IP case. For a dividend-heavy director, LV and Royal London often win on benefit caps and premium. For a director with medical history, L&G or Aviva often come back with cleaner underwriting decisions. For a health-conscious founder, Vitality’s discount on engagement metrics can be material. The right insurer depends on age, income profile, occupation, medical history, and preferred deferred period. This is not a comparison-site product and Knox does not treat it like one.

Common Exclusions

Executive IP claims data shows most declines trace back to one of four issues. Knowing these before you apply prevents the nasty surprises.

Pre-existing conditions disclosed at application. Most insurers will either exclude the condition, load the premium, or decline cover on specific body systems where the history is significant. A back injury history might trigger a musculoskeletal exclusion. A mental health history might trigger a mental health exclusion or a loading. The key point is that a disclosed condition is handled at application. An undisclosed condition is a claim-killer.
Self-inflicted injury. Standard exclusion across all insurers.
Criminal activity. A claim arising from injury while committing a crime is not paid.
Substance abuse. Drug and alcohol-related conditions are typically excluded, although some insurers cover alcohol dependency with specific underwriting once the client has been in recovery for a stated period.

Non-disclosure is the biggest single cause of declined claims across the UK protection market. Insurers cross-reference medical records at claim stage. If a diagnosis exists in your GP record that was not declared at application, the insurer can void the policy. Knox works through the medical declaration line-by-line at application to prevent this.

Typical Premium Examples

Premiums depend on age, benefit level, deferred period, benefit period, occupation class, and health. Indicative monthly premiums for a healthy non-smoker director, own-occupation cover, guaranteed premium, 13-week deferred period, benefit to state pension age, level benefit, on a £60,000 annual benefit:

Age at start	Occupation class 1 (professional, office-based)	Occupation class 3 (semi-skilled or light manual)
30	£55 to £85	£95 to £140
35	£65 to £105	£115 to £170
40	£85 to £130	£155 to £225
45	£115 to £175	£210 to £305
50	£160 to £240	£295 to £420
55	£230 to £340	£430 to £600

Indicative only. Actual premium depends on full underwriting. Adding escalation (RPI or fixed) typically adds 10 to 20%. Moving from a 13-week deferred to a 4-week deferred typically adds 25 to 45%. Smoker rates are roughly 1.5x to 2x the non-smoker equivalent. Occupation class 4 (heavy manual) is rarely a relevant category for Knox directors but adds another 40 to 80% where it applies.

For a dividend-heavy director replacing £60,000 of income through a company-paid structure, the all-in cost through company funds (after corporation tax relief on the premium) typically works out around 20 to 35% cheaper than the same benefit bought personally. That gap is what makes EIP economically obvious for most limited company cases.

Medical Underwriting: What Insurers Actually Ask For

Medical underwriting on executive IP is more detailed than on a basic term life policy. Expect some or all of the following:

Full medical questionnaire at application covering current conditions, past conditions, medication, family history, mental health, alcohol and drug use, and occupation-specific risks.
Height, weight, BMI, smoker status, alcohol units per week.
GP report request if the medical history is significant. Insurer writes to your GP, pays a fee (£50 to £150) to the practice, and receives a summary of your medical record.
Nurse screening on higher sums assured, usually over £5,000 per month benefit. A nurse visits your home or office for blood pressure, cholesterol check, and sometimes a blood draw.
Additional specialist reports if a condition warrants it. A cardiologist letter for a heart condition, a psychiatric report for mental health history.

Full underwriting typically takes 2 to 6 weeks from application submission. Simple cases with no medical history clear in 7 to 14 days. Cases with GP reports can take 4 to 8 weeks. Nurse screenings add 1 to 2 weeks. Knox pre-underwrites any case with a medical complexity before submitting formally, which avoids applications running into decline letters that can affect future cover with other insurers.

Claim Scenarios

Three anonymised examples showing how executive IP actually works in practice.

Scenario 1: IT director with back injury. Dan is a 42-year-old director of a small software consultancy. He pays himself £12,000 salary and £120,000 dividends. He took £90,000 a year EIP with a 4-week deferred period, full term to age 65, guaranteed premium at £145 per month. He slipped on ice on a client site and ruptured a disc. Surgery, 9 months out of work. Claim validated at week 5, benefit started paying to the company in week 7, Dan’s company paid him through PAYE from week 7 for the full 9 months until he returned to work. Total benefit paid: around £67,500 over 9 months.

Scenario 2: Design agency owner with mental health claim. Ros is a 38-year-old agency founder with 6 staff. She pays herself £12,000 salary and around £90,000 dividends depending on year. She took £70,000 a year EIP with an 8-week deferred, full term, own-occupation cover, RPI escalation, at £135 per month. She experienced severe burnout and anxiety in year 3 of the policy. 14 months off work. Insurer paid from week 10, her company continued to pay her PAYE through the claim, she used the time to restructure the agency’s workload and returned part-time in month 12, fully in month 15. Benefit tapered in line with her phased return.

Scenario 3: Consulting firm director with cancer diagnosis. Mark is a 51-year-old management consultant trading through a limited company. £12,000 salary and £140,000 dividends. He took £100,000 EIP with a 13-week deferred, full term to age 65, own-occupation, guaranteed premium at £295 per month. Diagnosed with stage 2 colon cancer. Surgery and 6 months of chemotherapy. Claim paid from week 14. He continued claiming for 11 months while he recovered, returned to client work in month 12, benefit ended when his own-occupation incapacity definition was no longer met.

Every case above involves real limited company directors with real dividend-heavy income structures. Personal income protection would have covered a small fraction of the payout in every case. That is why Knox sets EIP as the default for dividend-paying directors rather than defaulting to a personal policy.

How Knox Advises on Executive Income Protection

Knox Mortgages advises on executive income protection as part of the broader business protection service for limited company directors. The process:

Map the remuneration structure. Salary, dividends, pension contributions, P11D benefits. Confirm what counts as insurable income and what the 80% cap actually translates to in pounds.
Agree the structural choices. Deferred period, benefit period, escalation, own-occupation definition, guaranteed vs reviewable premium.
Pre-underwrite if needed. Any medical history, any high-risk occupation aspect, any unusual income split. Knox runs pre-underwriting through the insurers before formal application.
Quote across the market. Full panel of UK providers. Comparison on premium, terms, definitions, underwriting approach.
Submit the application. Medical questions, GP report consent if needed, nurse screening if triggered.
Confirm tax treatment with the accountant. Knox coordinates with your accountant on corporation tax treatment and BIK confirmation before policy goes on risk.
Place the policy, manage reviews. Annual review on remuneration changes, benefit uplift, term adjustments, and coordination with other Knox-placed protection (relevant life, key person, critical illness).

Executive IP almost always pairs with other business protection. Knox clients typically stack EIP with relevant life insurance for tax-efficient life cover, key person insurance where the director is the business, and appropriate mortgage structures for their property interests. If you are a limited company director with a mortgage, the full Knox protection stack runs alongside your mortgage work. Director mortgage clients are often sitting on dividend-heavy structures that make EIP the obvious next step, and the same applies to contractors moving through the day rate contractor mortgage journey, the limited company buy-to-let mortgage investor route, and the wider company director mortgage book.

There is no fee for Knox’s protection advice. Executive IP is commission-paid. Knox is transparent about commission structures on request and will walk through the tradeoffs between indemnity and non-indemnity commission where the client asks.

Frequently Asked Questions

Can a sole trader take out executive income protection?

No. Executive IP requires a limited company to own the policy and pay the premiums. Sole traders and ordinary partnerships need personal income protection, typically with the cover amount supported by an accountant’s net profit letter. LLP members are usually treated as self-employed for this purpose, though a small number of providers will consider executive cover for designated LLP members with the right structure.

Are executive income protection premiums tax-deductible?

HMRC generally treats EIP premiums as a trade expense where the policy meets the commercial purpose test, the premium is reasonable against remuneration, and the policy is properly structured. In practice most director-owned EIP policies qualify. This is not a guarantee and the treatment depends on circumstances, so speak to an accountant before implementation.

Is the benefit taxed when it pays out?

The benefit is paid tax-free from the insurer to the company. When the company pays the director, it goes through PAYE and is taxed as earnings in the normal way. The net position for the director mirrors normal employment income.

Can I cover dividends on an executive IP policy?

Yes. That is the main reason EIP exists. Most UK providers average the last 2 to 3 years of dividend drawings and factor them into the insurable income calculation. The final benefit is typically capped at 80% of salary plus dividends plus pension contributions plus P11D benefits.

What happens to my executive IP policy if I leave the company?

The company owns the policy, so it does not automatically follow you. You have three main options. Keep the policy with the old company if you retain a stake. Move the policy to a new company where you are the named director. Convert to a personal IP policy if the insurer allows it, typically at the original underwriting terms. Knox handles the transfer mechanics whenever a director changes company.

Can executive IP be combined with group income protection?

Yes, and in larger companies it often is. Group IP covers the workforce. Executive IP covers directors above the group cap. The two do not conflict and are both accepted by UK insurers running side by side.

How long does underwriting take?

Clean medical history with no GP report needed usually clears in 7 to 14 days. Cases needing GP reports take 3 to 6 weeks. Cases triggering a nurse screening typically take 4 to 8 weeks end to end. Pre-underwriting on complex cases can be done in 5 to 10 days before a formal application is submitted.

What is the maximum age for executive IP?

Entry is usually up to age 59 or 60 at application. The policy’s cease age is typically state pension age (currently 67 for most applicants, rising). Some providers cap cease age at 65 or 68. Premiums rise materially from age 50 onwards, so acting earlier saves money over the life of the policy.

Is own-occupation cover available for every job?

For professional and office-based roles, yes, almost always. For semi-skilled and manual occupations, own occupation is available through most providers but may carry a higher premium. For heavy manual trades and high-risk roles (offshore, professional sport, active military), own-occupation can be restricted or replaced with a suited definition. Knox pushes for own occupation on every case and only accepts alternatives where the insurer will not offer it.

Does executive IP cover mental health claims?

Yes. All major UK providers include mental health conditions (depression, anxiety, burnout, PTSD) within the standard own-occupation incapacity definition. Mental health is one of the largest claim categories in UK income protection data. Some providers offer stronger rehabilitation support programmes alongside the financial benefit, which matters on long mental health claims. Knox factors this into the insurer recommendation for any client with existing mental health history or a high-stress role.

Speak to Knox About Executive Income Protection

Knox Mortgages is whole of market and FCA-regulated for mortgage and protection advice. Executive IP is placed alongside relevant life, key person, and the limited company mortgage work we do for UK director clients. No tied panels. No default answers. The right structure for your company, your income split, and your tax position.

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