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With hiring and turnover levels on the rise, employers are now experiencing challenges with both attracting and retaining employees, especially top performers and high-potential employees.

The employer mandate will be in effect for many employers in a matter of weeks. And one thing is certain; the most detrimental compliance strategy is to deny the need to comply. Here’s how to help your clients avoid some of the more common ACA compliance mistakes.

Starting in 2015, employer reporting requirements under the Affordable Care Act will take effect. But are HR and benefit departments up to the task? Here’s a health regulation primer for all employers to review.

To the fanfare of many benefit advisers and industry associations, the House on Wednesday passed legislation that aims to cut through the red tape of state-by-state broker and agent licensing, streamline the licensing process and allow for brokers to sell insurance in states across the U.S.

The Supreme Court is slated to hear the Tibble v. Edison case in 2015, which promises to be a landmark ruling for the corporate retirement space.

Following the U.S. Supreme Court’s ruling in United States v. Windsor, and subsequent guidance from the federal government, legal advisers recommend that employers sift through their benefit plans and employee policies to ensure compliance for 2015.

Take a look around the benefits discussion table at many employers these days and you’ll see a wide variety of faces. With clients increasingly tying their benefits strategy to the other departments at their businesses, it’s no surprise that top brokers in the U.S. are taking a closer look at their own company structures in the process.

Voluntary benefits have experienced significant growth in recent years, a trend that brokers and carriers are hoping continues in the coming year.

Commentary: With so much happening at year’s end and again at the beginning of the New Year, columnist John Ludwig shares what plan sponsors be working on.

Low cost, no minimum investment and daily trading are reasons for their increased use over the past 10 years.

How can employers get more out of their wellness programs without also growing their budgets?

In the face of several EEOC challenges to wellness programs in the U.S., 2015 could prove to be a trying year for employer-sponsored wellness programs.

Just call 2014 the year of compliance. The first full year many of the Affordable Care Act’s provisions went into effect, EBA’s top 10 most popular stories and legal alerts nearly all surround ACA implementation.

While overall confidence in senior leadership is on the rise, employers still have room for expanding leadership development programs. One expert advises on aligning the future needs from leadership with the day-to-day activities now.

Historically, financial planners have advised that retirees could expect to derive their retirement income from three sources: Social Security, corporate retirement plans and personal savings. That might not be the case anymore.

With so much emphasis on job qualifications, it’s easy to give little thought to certain personal qualities that, when combined with outstanding competencies, result in extraordinary performance. But it’s the star performers that are missing today, says sales expert John Graham, who shares seven signs that you've got one in your midst.

Employers will devote more mind share to retirement programs in the coming year, in part because of increased confidence about compliance with the Affordable Care Act.

This year saw not only more implementations of President Barack Obama’s signature health care law, but already some changes to it – by both the legislative and judicial arms of government. Additionally, new technologies and outlooks are changing how benefit decision-makers are strategizing wellness programs.

When evaluating the merits of a private exchange, one industry insider suggests pursuing an overall financial strategy built around achieving “true savings” rather than simply shifting costs onto employees – a warning that has been sounded for years in the traditional marketplace.

As health care reform continues to unfold, employers are re-examining the role of their benefit programs in their overall human capital strategy and coming around to the idea that attracting, retaining and engaging workers hinges on the total employee experience, not health care benefits alone.