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Noting how insurers have few incentives to invest in wellness and disease management programs that could take up to three years to pay off, two researchers have suggested multi-year HIX options to promote healthier living and a more efficient health care system in the face of “unintended consequences” from the Affordable Care Act.

The Obama administration says it will investigate benefit plan designs for discrimination and suspect practices that discourage people with costly medical conditions from enrolling in a plan.

Commentary: Why understanding the impact of health plan costs, employer contribution and employee demographics is vital to sponsoring benefits in 2015.

Commentary: Why understanding the impact of health plan costs, employer contribution and employee demographics is vital to sponsoring benefits in 2015.

The use of private health insurance exchanges may boom in the next three years if employer sentiments in the latest survey from the Private Exchange Evaluation Cooperative hold true.

A new piece of legislation would require all Missouri-based employers to use a federal verification system to ensure that employees are legal residents or face steep fines and even business license suspensions.

Whether it's increased emphasis on employee health care consumerism, or a focus on putting a price on positive health outcomes, here are 10 top trends that will affect health care and employer-sponsored benefits in 2015.

Most folks would agree that if something isn’t broken, then there’s no need to fix it, but few believe that argument applies to the Affordable Care Act. A flurry of recent research suggests that Americans think the polarizing law deserves public patience, while other findings note that it’s still unpopular.

With cloud computing and mobile devices making remote work more convenient than ever, employers are increasingly offering telecommuting or work-from-home hours as part of their benefits package. Here are the top 25 employers listing at-home positions for hire on FlexJobs.

In light of recent EEOC actions, what should employers with wellness programs that ask disability-related questions or require medical examinations do to minimize the risk of a violation of the Americans with Disabilities Act?