A recent study showed that 77% of employees would consider leaving their jobs because of poor benefits. It may seem like a natural solution to add more benefits, but with limited budgets, supplemental plans are often added on a voluntary basis. Employees may not see a plan they have to pay for as a “benefit”— especially if the plan is disconnected from the health insurance offering and not solving a clear employee need.
With health insurance deductibles outpacing household income for the past 25 years, supplemental health benefits are gaining more attention. Employers should consider partially or fully funding these products to unlock their full potential. Here are five reasons why.
