Opinion News from Employee Benefit News

Gap coverage, supplemental benefits and options for various types of workers can help avoid cost shifting and still provide support.

The structure of a workweek, and employees' daily schedules, can have a significant impact on their nutrition and overall health.

The gap between a great benefits program and one that actually works is almost always a communication problem.

The potential for a healthier lifestyle is extending beyond medication to lifestyle and workplace habits that create change for employees.

Helping employees manage symptoms will enhance productivity, engagement and retention – protecting institutional knowledge and strengthening business outcomes.

An ongoing, thoughtful benefits experience holds more value than a seasonal attempt to encourage time off.

Organizers should ask, "Where are patients getting stuck, where are teams overloaded, and where is the current process failing to scale?"

If benefits aren't actually being used, understood and genuinely valued, then no amount of volume covers that gap.

Identifying patterns, building attribution and seeking accountability can help employers better manage women's care needs long term.

The practical takeaway is to treat data-sharing requests as a risk-allocation exercise, not just an operational convenience. 

Engaging communication strategies will be key to getting employees interested in evaluating benefit options and making more informed decisions.

Data shows that the highest-rated companies in the area of employee experience outperformed others by 5%.

Flat-fee plan pricing makes it easier to treat retirement benefits as part of a long-term business strategy rather than a variable expense that might change unexpectedly.

As employees decide whether to stay with their employer, support tied to student loan debt and education benefits is becoming a clear differentiator.

Communication, customization and connection with employees help to boost awareness and understanding of company offerings.

Providing working parents with time and resources to care for their children during times of illness offers returns in the forms of productivity and retention.

Brokers have both an opportunity and responsibility to educate their clients toward better health outcomes and less financial volatility, not just a yes/no on coverage.

Benefits that effectively support employee caregivers have a dramatic impact on their ability to remain healthy and productive at work.

When a level-funded stop-loss corridor, ICHRA contribution strategy and captive loss fund can be assessed against claims data, brokers become interpreters.

Determining human involvement is crucial, but so is assessing how AI is being trained in the area of disability, leave and accommodation rights.