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Self-insured companies are in a unique position to reduce the hurdles for employees seeking mental healthcare.

The final regulations do not replace the existing association health plan rules. Instead, they create a three-tier AHP system. Here’s what’s inside.

As American live longer, planning for their post-work years require greater care and urgency.

The model is becoming increasingly popular as more employers consider the move to correct cost transparency issues as they transition from fully-insured to self-funded insurance plans.

When evaluating resources to help employees, employers must understand the landscape of stress, anxiety or negative thoughts among their workforce.

A recent federal court case reminds employers that they may choose among reasonable accommodations, and as long as they are effective, companies are not required to provide the specific requests from an employee.

The president wants to allow for health reimbursement arrangements to be used for non-group coverage to employers of all sizes. If this happens, this is as an industry-redefining disruption.

For a U.S. employer that is bought by an international company, taking the time to avoid disruption with payroll, retirement and healthcare benefits is vital to keeping employees happy and engaged.

The top retirement plans possess a number of key attributes and employees need to know them.

The final ruling includes protections intended to remedy historical challenges with AHPs and to prevent AHPs from discriminating against individuals based on health reasons.