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Commentary: Temporary agency workers, leased workers, and independent contractors provide organizations with flexibility, but they can also create unknown risks for employers. Companies using contract and other types of temporary workers may not consider these personnel to be employees, but the law might disagree.
Also see: DOL guidance helps define line between employee, contractor
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Employers face another steep rise in healthcare expenses in 2027, prompting a closer look at GLP-1 coverage, pharmacy spending and high-cost conditions.
Public sectors are approaching chronic disease support out of necessity, leading to benefits that build a stronger workforce.
While there has been a lot of state and federal headway in leave expansion, qualifying employees are still facing steep costs.
Establishing policies that help with stressors like commuting logistics and finding after-school care can avoid disruption of in-office expectations.
Gap coverage, supplemental benefits and options for various types of workers can help avoid cost shifting and still provide support.
