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Hi Fishes,
Need your suggestions in negotiating.
Experience: 6+ years
Skillset: Power platform and power apps
Current ctc: 16 lpa
Offer in hand: 25 lpa (Capgemini)
I am asking for 27 lpa to EY GDS but HR says max they can offer for 6 years is 21 lpa.
Wanted to understand whats the offer standards in EY GDS.
EY
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No default (free) coverage for parents . If you want you can opt in . I think for parents above 60, premium per year is 40k for a coverage for 3L and you can increase the coverage by paying more premium
Thanks bro,3lacs each or 3 lacs combined?
Very less then it is
I remember having the same question when I was comparing employer health insurance options for my parents. On paper, most corporate policies look reassuring, but the moment you try to understand *how much protection actually exists*, things get blurry. Terms like “default coverage,” sub-limits, room rent caps, and co-payments aren’t always clearly explained upfront, especially for parents.
In many IT organizations, the default coverage for parents is usually modest compared to self and spouse, and often comes with higher premiums, co-pay clauses, or tighter limits on age-related treatments. The challenge isn’t just the sum insured—it’s whether that coverage realistically holds up during a real hospitalization, especially for seniors where costs escalate fast.
I ran into this exact confusion and realized that relying only on the HR summary or insurer brochure doesn’t give the full picture. What helped me was breaking the policy down beyond the headline number and understanding how it performs in real-life claim situations—city-wise costs, insurer claim behavior, and policy structure patterns.
That’s when I came across **Bima Analyze**, an AI-based way to evaluate health insurance strength without uploading documents. You just input basics like PIN code, family structure, insurer, and sum insured, and it assesses over 100 real-world factors. The output is a **BimaScore (400–1000)** that shows how strong or weak the coverage actually is, especially for parents.
It doesn’t replace HR confirmation (which you should still get), but it gives clarity on whether the default coverage is sufficient or just looks good on paper. With healthcare inflation and senior care costs rising, that clarity matters.
If you’re unsure whether the LTIMindtree parent coverage is truly adequate or if you need a top-up, you can **Analyze Your Policy Now** here:
[https://bimascore.com?ref=forum](https://bimascore.com?ref=forum)
At the very least, it helps you ask the *right* questions before a claim forces the answers.