Resources

Following the unexpected challenges of COVID-19 in the past year, consumers are rethinking their perspective on how to manage healthcare expenses.

The unanticipated onset of COVID-19 made 2020 an extremely difficult year, with companies across the board needing to adapt rapidly to changing circumstances and an uncertain future.

Leaders from Talkspace, Cigna and LinkedIn for a multi-perspective view on the evolution of pandemic-related symptoms and care approaches during the last 12 months, as well as guidance on how to support mental resilience among employees facing constant uncertainty.

COVID-19 accelerated the growth of virtual care in 2020 beyond anything imagined. Whether working remotely or within the workplace, employees will continue to need access to safe, convenient, high-quality care in 2021 and beyond.

Discover what many of your clients’ employees want and expect from their benefits this year.

Discover what many of your clients’ employees want and expect from their benefits this year.

What are four key emerging trends in the employee benefit landscape in 2021? This overview can help you prepare.

Whole person virtual care is fast becoming the way to empower employees to live their healthiest lives. Join us to discover five important perspectives on the future of virtual care.

2020 ushered in a number of unexpected challenges for benefits and HR professionals, including--among other issues--distributed workforces, added financial and emotional stress for employees and a greater need for workday flexibility.

While health care plans provide your employees with coverage for medical, dental and vision expenses, out of pocket charges and child care costs pose a different challenge. But a Flexible Spending Account (FSA) funded by pre-tax contributions offers a solution.

Everyone knows about Health Savings Accounts (HSA), right? While HSAs have been around since 2003, some employees may not be fully aware of what they can gain by opening an account beyond tax-free funding and employer contributions.

As a virtual open enrollment seems highly likely this year, employers need a full range of tools and resources that have been adapted specifically for this purpose.

Substance abuse is on the rise and COVID-19 is only amplifying the problem. Unfortunately, medical spend and lost productivity, due to addiction, is costing employers more than $25 Billion per year.

Before this year, most American households admitted to struggling with at least one aspect of their financial health.

In times of public health crises, we naturally look to elected officials, scientists, first responders, and the healthcare community for leadership.

Experts weigh in: Employers’ opportunity to accelerate the improvement of mental healthcare in the U.S. during COVID-19.

While employees have a variety of tax-advantaged accounts to choose from to help them prepare for their retirement, how do these different plans stack up?

As a virtual open enrollment seems highly likely this year, employers need a full range of tools and resources that have been adapted specifically for this purpose.

Education benefits can be a cost-effective answer -- but only if designed with relevant 2021 goals in mind.

With more and more employees looking for less stressful and healthier ways of getting to work, companies are exploring Commuter Benefits programs, which encourage better commuting habits while allowing employees to put aside pre-tax dollars to pay for commuting expenses.