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As more employers move to self-insure, carriers are in search of new value propositions.

With a recent uptick in 401(k) related lawsuits, employers should take concrete steps to help participants while giving their company the fullest extent of protection possible against potential litigation.

The regulator's proposal is set to remake compliance standards for brokers and advisors.

The percentage of employers offering benefits including telemedicine, stress reduction programs and 24-hour nurse lines jump to accommodate an always-on workforce.

For employees with HDHPs, these two savings vehicles offer numerous advantages.

Employers should concentrate on adopting measures that enable seamless plan-to-plan savings portability for participants, especially for employee accounts with less than $5,000.

But many advisers remain optimistic that the three-way partnership will succeed at restructuring healthcare costs.

Forget student loan debt assistance and day-to-day budgeting help. Workers most want employers to help them plan out how to manage healthcare and long-term care expenses during their post-work years.

Advisers need to guide their clients around these three obstacles.

Companies should build a culture of tolerance, educate employees so they can challenge misconceptions and offer benefits that make seeking care convenient and private.