Follow Us
© 2026 Arizent. All rights reserved.
It is becoming increasingly common to offer nontraditional benefits, or benefit "perks," to employees. As companies struggle with the cost of traditional benefits such as medical and dental plans, offering additional perk-type benefits are intended to boost employee morale.
Recently, Ambrose held its first employee health and wellness fair. We're a bit different from most organizations in that we are a PEO, a professional employer organization, meaning that companies – mostly smaller ones – contract with us to outsource their HR and payroll functions, including benefits. We wanted to host a health and wellness fair for our clients' employees, but didn't want to charge them for it. So we faced the challenge of conducting a health and wellness fair at minimal-to-no cost.
While most companies go through their annual renewal process in the fall, at Ambrose we are wrapping it up and heading into open enrollment for an Aug. 1 effective date. For us, as well as other employers with renewals that fall in the middle of the year, health care reform regulations haven't kicked in until now
What lawmakers are not seeing is that this cap is going to occur at a time when employees need their flexible health care spending accounts more than ever to help fund their health insurance.
When I was a consultant and would present a client with a higher than expected medical renewal – which unfortunately was more the norm than not – one of the first things an employer would do was to consider lowering, or forgoing altogether, its contribution to employees' dental benefits.
Many of us remember when employers provided an opt-out credit to employees who did not enroll in their medical coverage. Over time, as health care costs continued to rise, the opt-out credit was the first to go in most organizations. Then some employers, in an effort to control costs, began to replace the opt-out credit with a spousal surcharge. But is the opt-out credit poised for a return?
The 2010 annual enrollment season saw the opening of the floodgates regarding dependent eligibility, as employers were required under the health care reform law to extend coverage to all dependent children – regardless of student status – to age 26. This includes both married and unmarried dependent children, as well as those who are no longer dependents on their parents' tax returns.
Employers everywhere are launching wellness programs in the hope that this focus will lower their medical costs and keep their employees healthy. The challenge, however, is getting employees to participate and be engaged in the process of wellness so they actually take a stake in their own health.
The 2010 annual enrollment season saw the opening of the floodgates regarding dependent eligibility, as employers were required under the health care reform law to extend coverage to all dependent children, regardless of student or marital status, to age 26.