Benefits Think

Just as COVID-19 has led some employers to question the necessity of having employees come to the office every day, the current economic crisis should lead to a broadscale re-examination of the standard pay cycle.

Companies are already losing critical talent, and employers can not sit idle waiting for a resolution, or worse, leave it up to the parents to figure out. It’s on every employer to come to the table with creative solutions.

Employees expect wellness programs that add value. Due to the ripple effects of COVID-19, those programs will need to be more flexible than ever.

As a manager, it’s more important than ever to make sure your employees feel valued and that their efforts are acknowledged.

This year’s worldwide COVID-19 pandemic has further highlighted the reasons why employers should consider a self-insured strategy over a fully insured model.

HR professionals will have to expand their abilities and understanding to factor in unique needs and mindset going forward.

Employers can help employees prepare for and manage high healthcare costs related to COVID-19 as well as large medical bills related to other health conditions such as serious illness or accidents several ways.

In a time with so much uncertainty and so many new challenges, employers must be thinking outside the box to keep employees happy — and DTC-inspired benefits are the easiest way to pack a big punch.

While it does not solve all problems, virtual care offers a highly flexible, low resource approach that, with many patients, can deliver a positive care experience with equal or better quality at lower cost.

While recessions are almost impossible to predict, employers can plan for the financial impact caused by workforce adjustments that inevitably happen every year.