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Some employers are investing more time and resources to find out whether workers are tobacco-free and in the process are rewarding those who pass muster with lower health premiums or financial rewards.
To combat the high health costs associated with smoking-related diseases, employers historically have relied on implementing smoking cessation programs and instituting tobacco-free worksites and campuses. For a few, efforts now extend to firing and not hiring workers who use tobacco products.
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Incorporating technology into the benefits selection process frees up time and energy better spent on human-centric areas of support.
Organizations could face low engagement and high turnover due to rising burnout and stress if employees continue to feel deprioritized.
The CEO of Kolbe Corp. explains why burnout is an instinctive strengths mismatch, not a benefits problem.
Today's complex stressors require clearer access pathways and a company-wide commitment to mental health support.
Open enrollment doesn’t have to overwhelm employees. Collective Health’s Jacque Ludwig shares how employers can drive engagement and make benefits easier to navigate.
