Benefits Think

It's clear that employers are increasingly recognizing the value of providing time for employees to recharge and circumvent burnout.

Knowledgeable brokers and advisers can smooth the transition to these more personalized plans, increasing healthcare benefit options for their employer clients.

By framing options in terms that resonate with employees' real lives, organizations can help people see the value in their choices.

Telehealth integration, a broader playing field for HSA contributions and a shot in the arm for direct primary care lead the way among several positive legislative changes.

Employer clients must be prepared to contribute additional capital to fund and secure the captive's initial surplus, typically 10% to 15% of the first year's premium.

To keep employees out of the ER and urgent care, easy access to preventative care needs to be part of their healthcare offerings.

Technology can enhance the health and wellness programs and benefits that employers offer.

Leveraging GenAI and similar tools can predict attack plans, analyze vulnerabilities faster and remediate vulnerabilities before a breach or attack occurs.

Benefit education, professional development and supporting healthy financial habits can help the youngest workforce members to thrive.

In facing an impending talent gap, agencies need to make the industry more enticing by teaching the next generation to adopt a consultative role.