Today, we live in an insurance marketplace defined by healthcare reform, double-digit rising health costs and plenty of unknowns. Given the changing landscape, many HR professionals view their benefit plans as a challenging blend of cost-containment strategies and employee retention. But there’s hope! Perhaps it’s time for a reintroduction, or introduction as the case may be, to a known entity and dynamic insurance duo: self-funding paired with voluntary benefits.

Employers of all sizes have the same goals when it comes to their benefits offering — high quality and affordability. Some companies achieve these goals by cutting costs and going with a self-funded plan and a high-deductible health plan. Yet by pairing with a voluntary benefits offering, at no additional cost to your bottom line, HR professionals could add one-on-one employee communication for enhanced understanding and engagement and additional insurance options tailored to employees’ needs.

Register or login for access to this item and much more

All Employee Benefit News content is archived after seven days.

Community members receive:
  • All recent and archived articles
  • Conference offers and updates
  • A full menu of enewsletter options
  • Web seminars, white papers, ebooks

Don't have an account? Register for Free Unlimited Access