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This year’s worldwide COVID-19 pandemic has further highlighted the reasons why employers should consider a self-insured strategy over a fully insured model.

HR professionals will have to expand their abilities and understanding to factor in unique needs and mindset going forward.

Employers can help employees prepare for and manage high healthcare costs related to COVID-19 as well as large medical bills related to other health conditions such as serious illness or accidents several ways.

In a time with so much uncertainty and so many new challenges, employers must be thinking outside the box to keep employees happy — and DTC-inspired benefits are the easiest way to pack a big punch.

While it does not solve all problems, virtual care offers a highly flexible, low resource approach that, with many patients, can deliver a positive care experience with equal or better quality at lower cost.

While recessions are almost impossible to predict, employers can plan for the financial impact caused by workforce adjustments that inevitably happen every year.

Employers can consider several alternatives to craft an open enrollment and benefits education and engagement strategy that addresses these issues.

To ensure employees feel comfortable returning to the workplace, company leadership needs to know how they feel about coming back and what safety concerns they may have.

Employers and leaders can set a tone that emphasizes concern for employee wellbeing by offering compassion, honesty and openness.