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First offered by large Silicon Valley companies, time-saving benefits are now spreading to employers and industries of all kinds.

As these offerings become more popular among small and midsize businesses, brokers need to know the details of these plans.

Most brokers make the mistake of simply asking employers about their interest in “voluntary” benefits and then wonder why most clients are not interested.

While technology has transformed almost nearly all aspects of business, human resource departments only partially use digital tools, realize limited benefits.

Employers have turned to the alternative payment model for Medicare payments for a simple reason: It works.

While forming a retirement plan committee seems simple on the surface, organizations should take care to form them properly, or inadvertently create fiduciary risk to stakeholders.

Employers want to be responsive to their employees by providing access to coverage for identity theft. But how does this benefit support the strategic goals of the employer?

Benefits managers should start by making sense of big data and helping employees understand their options. The savings will follow.

Mental health is a growing concern that cuts across all generations in the U.S. workforce, which is increasingly impacting corporate healthcare plans, according to AP Benefit Advisors data.

Employers need to understand the difference and educate employees on why they’d need each type of coverage.