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Increased engagement coupled with changing needs and an easier path to legal action put the onus on plan sponsors to ensure they can defend their strategy and investment choices.

Companies have consistently rejected the idea of terminating their health plans and sending employees to buy their own coverage, but attitudes may be shifting.

It will be months until some of the president’s proposals, such as expanded use of HRAs, could be implemented, but brokers should educate clients now, adviser Mark Johnson says.

Employers began leveraging data to personalize social interactions six years ago. Now, it’s seeped into corporate life and drives HR offerings.

Fragile small-group segment will be undermined by liberalization of rules governing association plans.

A chief underlying problem, fixing poor quality of care, is not mentioned in the president’s call for expanded association plans.

Typical RFPs focus on capabilities, but not the company’s processes and people.

Preferred Partner Program and Broker Advisory Council deliver customized tools and reduced rates while providing opportunity for plan feedback.

Although ROI for fiscal health programs is about 3:1, employers should measure participation to determine its success.

Employers can restrict birth control offerings on group health plans based on documentation of religious beliefs or sincerely held moral convictions.