Wellness

Employers should expect more M&A activity, says Limeade’s Henry Albrecht, and can prepare by having a solid understanding of their own program needs.

The insurer says internal use of its well-being program has improved employee health and productivity while achieving big savings for the company.

Employees are uneasy about their finances and organizations that prioritize year-round benefits education are at a competitive advantage, finds MetLife’s Annual Employee Benefit Trends Study.

Programs are often considered separately from core benefits, which can be a disastrous scenario given that the two strategies go hand-in-hand, says NFP’s Deb Smolensky.

These tax breaks for employees account for the lion’s share of what the federal government spends on healthcare for Americans under age 65.

Employers cite high productivity costs as one-out-of-four employees worry about money issues at work.

It takes knowledge and planning, but there are ways to keep health insurance costs from derailing company profits while still offering employees the benefits they need.

These tax breaks for employees account for the lion’s share of what the federal government spends on healthcare for Americans under age 65.

Conditions such as hypertension cost clients millions of dollars each year in terms of insurance claims, absenteeism, and reduced productivity.

Few programs can provide hard data that they solidly increase health outcomes for employees or decrease costs for employer clients.