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Substance abuse is on the rise and COVID-19 is only amplifying the problem. Unfortunately, medical spend and lost productivity, due to addiction, is costing employers more than $25 Billion per year.
Before this year, most American households admitted to struggling with at least one aspect of their financial health.
In times of public health crises, we naturally look to elected officials, scientists, first responders, and the healthcare community for leadership.
Experts weigh in: Employers’ opportunity to accelerate the improvement of mental healthcare in the U.S. during COVID-19.
While employees have a variety of tax-advantaged accounts to choose from to help them prepare for their retirement, how do these different plans stack up?
As a virtual open enrollment seems highly likely this year, employers need a full range of tools and resources that have been adapted specifically for this purpose.
Education benefits can be a cost-effective answer — but only if designed with relevant 2021 goals in mind.
With more and more employees looking for less stressful and healthier ways of getting to work, companies are exploring Commuter Benefits programs, which encourage better commuting habits while allowing employees to put aside pre-tax dollars to pay for commuting expenses.
As you are putting together your employee benefits package, it’s important to consider the pre-tax benefits of Health Savings Accounts, Flexible Savings Accounts, Health Reimbursement Arrangements and Commuter Benefits, and make sure to include these offerings as part of your package.
This has been an enrollment season like no other. With historic numbers of employees working from home, worksites closed or open in a limited capacity and massive disruption to daily schedules, this is one of the most important years for benefits employees have ever experienced – making enrollment critical.