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Even the smallest gestures can make an enormous difference in helping build incredible and lasting bonds with the corporate HR teams you advise.

Self-funding, network steerage and gap funding require advisers willing to step out of cruise control and into a more consultative, engaged role.

Just as hidden fees became the hallmark issue in 401(k) fiduciary litigation, shared savings is quickly becoming the next flashpoint in health plan oversight.

Direct primary care can help restore access, trust and excellence in healthcare centered in prevention, powered by relationships and grounded in science.

Moving beyond transactions to position benefits as a prevention system doesn't just slow medical inflation; it builds healthier, more engaged and productive teams.

A two-phased strategy can help create cost-effective, employee-focused health plans while addressing unnecessary claims costs.

It's clear that employers are increasingly recognizing the value of providing time for employees to recharge and circumvent burnout.

By framing options in terms that resonate with employees' real lives, organizations can help people see the value in their choices.

Telehealth integration, a broader playing field for HSA contributions and a shot in the arm for direct primary care lead the way among several positive legislative changes.

Employer clients must be prepared to contribute additional capital to fund and secure the captive's initial surplus, typically 10% to 15% of the first year's premium.