Benefits Think

What brokers and advisers need to know about the institutional knowledge gap in plan operations — a fiduciary issue with real financial and legal consequences.

For businesses seeking to maximize the return on their human capital investments, a critical, overlooked opportunity is hiding in plain sight.

A two-phased strategy can help create cost-effective, employee-focused health plans while addressing unnecessary claims costs.

With upcoming changes due to the OBBBA, employers may find these plans to be financially beneficial and keep healthy employees from dropping coverage.

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.