Be a matchmaker. New survey results from
For example, Schwab explains:
* Company A offers a 100% match, up to 3% of employee pay.
* Company B offers a 50% match, up to 6%percent of pay.
In both these cases, an employee could receive a 3% match, but, according to Schwab's findings, employees in Company B's plan would be more likely to defer the extra 3% into the plan to receive the maximum employer match. The maximum cost of the match to the employer remains the same.
Broader digital efforts could boost access to necessary care, address rising costs and improve health outcomes for employees.
Employees look for alternative healthcare coverage in the wake of rising premiums, sparking concern over care gaps and group plan disruption.
A new Modern Health survey finds most workers fear AI-related layoffs, rising stress, and increased reliance on substances to cope with workplace pressure.
The objective is to have a clear view of baseline vs. current Rx trend, documented savings tied to interventions and a reconciliation check on guarantees and rebates.
Benefits, policies and leadership support create trusted environments that help women and businesses succeed.
Employees are struggling to figure out how income, savings, employee benefits and government programs like Medicaid fit together.
