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Hailed as a more rational way for employers to pay for healthcare, the case highlight’s the strategy’s risks.

No matter how competent, advisers who limit their services to benefits planning are more vulnerable to competition.

The updated census provides a golden opportunity for sponsors to clean up their plans.

Despite the recent Fifth Court ruling, it’s too soon to say the regulation is dead. There may be a rehearing, and most importantly, best practice standards will live on.

Soaring drug prices are hammering smaller employers. Here are three ways benefit brokers can help.

Depending on the size of their workforce, employers don’t want to choose options that are too large or too small.

Plan sponsors should connect with workers by integrating financial wellness concepts, including behavioral finance/economics elements, talking about loans and withdrawals and offering one-on-one meetings.

Most employers recognize that such information is “confidential,” but may not fully understand what that means or what they should do to protect it.

When rolled out correctly, CDH plans can be a win-win-win for advisers, their clients and their clients’ employees.

AI, gamification and mobile will become indispensable tools for human resources directors.