Benefits Think

Comprehensive managed benefits, accessible to all employees, protect organizations against unexpected costs, and give employees the support necessary to get the best treatment the first time.

With rates likely to remain low, investors, and especially participants in sponsored 401(k) plans, need every dollar they can save to achieve their goals in retirement.

With COVID-19 creating a new normal, employees may need benefits that can help them find care for their aging loved ones so they can focus on their work.

Every delayed preventative screening, test or check-up can result in a failure to discover a serious medical condition that requires treatment. That raises treatment costs down the line for both company health plan and employee.

With new stressors compounding on employees each day, it’s not enough just to offer emotional support. Employers must proactively invest in equitable wellness programs that consider individuals’ unique needs and struggles.

When deploying an active open enrollment process, a well-timed strategy can have a powerful impact on adoption.

A workforce with a greater number of financially stressed workers sees a greater number of sick days, higher healthcare costs, and increased absenteeism.

An employer’s insurance offerings are a core consideration when choosing a job, so it’s critical that in addition to comprehensive health insurance, you’re also offering robust life insurance options.

For EAPs, delivering culturally competent care means understanding the needs of a diverse workforce and ensuring that the elements of all services meet those needs strategically.

Any HR task that is time-consuming, prone to manual errors or subject to human bias is ripe for automation.