Benefits Think

Having a digital nomad policy will not only allow your company to attract and retain top talent but will also protect you from regulatory and legal risks.

With IRS guidance on new 401(k) eligibility rules still pending, now is the time to help expand workplace savings plans to include loyal part-time employees.

Employees today want more than a paycheck and a time stamp. They want to feel valued, engaged, and able to learn new skills and take on greater responsibility. What they need is a pathway to become leaders.

Using a data-driven approach will produce better results and at a lower cost.

Together, innovative offerings can create an impactful suite of financial benefits.

Employers can help level the playing field by adopting an Individual Coverage Health Reimbursement Account, which will allow them to customize their benefits and avoid subsidizing coverage for segments of the workforce.

Given employee demands and the surge of anxiety and depression, if your company doesn’t offer support for mental healthcare, now is the time to start.

Strategies include implementing a matching program or student loan management solution to help pay down debt, as well as a 529 plan for parents saving for their child’s educational future.

Recovery friendly workplaces understand that stable employment is an essential component of long-term recovery.

It starts with rejecting subjective concepts and demanding objective pricing metrics.