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Insurers believe value-added services such as tools and advocacy programs, in addition to being an incumbent carrier, make a consumer choose them. But, a new analysis reveals what really drives choice.

Commentary: Employers who move most effectively to address stress and improve their employees' resiliency will find themselves at a competitive advantage in employee recruitment, retention and market performance.

Reasonable cost, leadership support and an investment line-up that meets the needs of all participants are important attributes of a successful 401(k) plan.

Premiums for the second-lowest-cost silver plans are going up by an average of 7.5% next year in the 37 states that use a U.S.-run website, HHS says.

Effective behavior change programs are likely to be based on theory and evidence and built on years of scientific research – not on employer demands, personal preferences or bells-and-whistles technology.

The agents have completed mandatory training to sell on the federally-facilitated marketplace for 2016, with 10,000 more in the process. For the first time, producers can train through non-government organizations, including NAHU and AHIP.

Employers can play an influential role in shaping their benefit design so that it encourages employees to look at high-value providers and use tools that help make the health care decision-making process more transparent.

Every senior benefits executive knows almost exactly how much health care is directly costing their business. But do they know how much health care is costing them indirectly in lost productivity, even when employees are on the job?

Commentary: Female leaders have the unique challenge of cultivating perception to avoid the typical stereotypes, walking a tight rope between the bitchy tyrant and the obliging child, says ACI Specialty Benefits’ Erin Krehbiel.

Commentary: Although the assistance is appreciated, are advisers truly capturing the potential opportunity by outsourcing this process, asks Arthur J. Gallagher & Co.’s Andy Torelli.