Benefits Think

Self-insured employers can set themselves apart through expansive, generous family benefits policies that help them provide for their loved ones.

Take a proactive approach to open enrollment and start working on your communication strategy before the renewal process even starts.

This year, just 52% of American adults report they have life insurance coverage, and 40% believe they need to either buy or increase their coverage. What’s preventing them from doing so?

It’s time to show your employees how much you care about their well-being by supporting all areas of their wellness.

Employers must pivot their open enrollment strategies in order to assist employees in meeting their healthcare needs.

The potential benefits of this scheduling plan go beyond providing your employees with a positive work experience.

When an inclusive family-building program is part of a business’ culture, staff can pursue their careers with the safety of knowing they can plan for the future with their employer’s full support.

Telehealth use spiked during the pandemic, but it’s not a cure-all for severe musculoskeletal conditions, injuries, or chronic pain.

When employers repeatedly fail to derive value from healthcare reporting, their confidence in and enthusiasm for data use begins to wane.

The 2021 Pulse of HR Report found that 98% of HR leaders said the pandemic has transformed their role and 70% said that this past year has been one of the most stressful of their careers.