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Advisers must stay ahead of emerging trends or risk exposing clients to additional costs, says Hodges-Mace’s Eric Helman.

Women, in particular, are lagging in earnings and in the amount of income they’re saving for retirement, according to research from T. Rowe Price.

Large employers unsure of the cost savings they’d see by moving employees to an online marketplace, but health sites are still evolving, according to Pacific Resources.

Gregory & Appel’s president of employee benefits overcame professional obstacles and personal challenges to lead her team to massive gains.

Retirement plan sponsors should spend as much time developing an education policy statement as they do an investment policy statement, according to Invesco’s Jeffrey Hemker.

The more engaged and proactive an employer is with its benefit communications, the more likely workers are to stay, which reduces recruiting and training costs.

Employers host a variety of valuable employee data such as age range, marital status and more; they should take advantage of the insight it can provide, says Thompson Online Benefits’ Brenden Mielke.

A program’s structure can determine which laws apply and federal agencies and courts are not always in agreement as to what is required for compliance.

Employers need to be prepared to handle mental health accommodations for employees, while also being ADA-compliant, says employment attorney Ben Hase.

Drawing from the principles of AI, brokers need to develop new strengths in order to continue meeting the needs of their clients, says Hanna’s Matthew Augustine.