Banco Popular de Puerto Rico

Just 23% of employees surveyed felt their employers were making a “significant effort” on financial wellness, and only 20% of employees expressed the same sentiment about retirement preparedness.

Employees tend to lack a basic understanding of their expenses and corresponding cash-flow needs.

No longer are holiday parties, ping-pong tables and company swag the best rewards for a job well done.

This is an opportunity for insurers and employers alike to engage with employees in a more meaningful way.

As we move from surviving a crisis to recovery, the intersection of employee benefits and workplace wellness may help drive key changes in defining success.

To ensure employees feel engaged and appreciated, business leaders should shift financial resources towards supporting them on and off the clock.

A proactive process can help employers root out errors that take extra time and money to resolve.

In an effort to help workers face the rising cost of living, but still see stagnant wages, many employers embraced technologies that offer Earned Wage Access.

Employers need to evaluate their company culture and policies to maintain employee well-being.

Substance use disorder and behavioral health treatments are examples of why employers are responding with virtual care programs to continue to take care of the health and well-being of their employees.