Benefits Think

Workplace strategies and benefits need to support employees during a crisis that address the whole person — financial, connectedness, and physical and behavioral health.

Americans’ retirement savings are increasingly threatened by disabilities that temporarily keep employees out of work by turning to hardship withdrawals from retirement plans.

Leave-sharing programs make sense for employers seeking tax-efficient opportunities to financially assist employees impacted by the pandemic.

Right now, access to affordable credit is crucial for many, as 1 in 5 American households has lost income due to the pandemic, and unemployment offices are overwhelmed with claims.

The lack of seamless plan-to-plan asset portability prevents participants from easily moving and consolidating their 401(k) savings, leaving them open to the temptation to prematurely cash out their 401(k) accounts from prior employers’ plans.

Companies who had already adapted to a culture of digital innovation technology have proven more successful during this sudden and dramatic shift.

Lack of work-life balance, being micromanaged, and a lack of social support are some of the top issues employees complain about on AllVoices, a platform that provides real-time feedback with company leadership.

The impact of COVID-19 on the workforce and business has only reinforced the importance of leave policies and the value of protection offered through disability insurance.

Finding ways to work with and embrace different communication styles can help make certain everyone feels like they have a voice at the table.

Those who are bereaved need comfort from each other and extra effort needs to be made to reach out and encourage employees to take advantage of their EAPs.