Benefits Think

Employers will need to remain up-to-date on salary history bans, equal income standards and transparency provisions.

Employers should build an education program, perform an objective review of investments and benchmark features.

Millennials don’t know how to manage stock market expectations, Gen X struggles with savings and baby boomers don’t realize the benefits they could gain from one or two extra years in the workforce.

Company gyms can be convenient and personalized for employees, while also helping workers better manage stress levels.

All three entities have a long-term profit focus, which makes them incentivized to tackle drug price transparency, behavior incentives, technology improvements and more.

HR professionals must embrace technology in their learning and development initiatives so that unique worker needs can be met.

Employers will be relying on brokers to know the ins and outs of each benefit account as they take a larger role in their employees’ health benefit plans.

Plan sponsors should end automatic cash-outs, offer roll-ins as part of a financial wellness program and engage all participants on crucial decision-making.

Collective Investment Trusts can have cost-saving advantages, are increasingly accessible and provide a long-term investment perspective.

Brokers must move away from typical carrier negotiations and bring real cost-saving strategies to clients.