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Here are the most underused benefit and the best retention tool, according to this Benny Award winner.

Employees enrolled in certain employer-sponsored health plans can pay zero out of pocket for their first three visits to a physical therapist or chiropractor.

Open enrollment should be treated as an ongoing activity that maximizes the return on benefits investment, as well as increases employee well-being and satisfaction.

Employers are finding that workers like the predictability of a traditional healthcare plan and that providing more generous plans can help with recruiting in a tight labor market.

The online retailer is offering free music lessons to employees via a new app.

The online retailer is offering free music lessons to employees via a new app.

Digital tools could be causing more stress for employees at work. But it also could help workers get better access to mental healthcare.

The “pure joy” of being your own boss is one advantage of working in the gig economy. Finding good benefits is another story.

Benefit packages need to embrace all generations and lifestyles to attract and retain talent, experts said at the annual HLTH Conference.

The ever-changing employment contract increasingly values flexible hours, convenience and purpose. So how can benefits and perks help employers win the new talent war?

Borrowing against a retirement plan can be a double-edged sword.

Executives continue to change jobs in the insurance and benefits spaces.

Nail down the fundamentals today for a successful strategic exit plan tomorrow.

LSAs could sweet an existing package by funding à la carte quality-of-life offerings from gym shoes to fertility treatments.

Allowing employees some leisure time during work travel is a great retention strategy, one CEO says.

Some employers have seen success by personalizing open enrollment strategies.

Some states are enacting laws that may help equalize pay, but it may not be enough.

Health savings accounts have unique features that can supplement career breaks and help bridge the gender pay gap.

These employers offer plans that pay as much as $6.52 per hour in contributions.

It’s tricky. But for those looking to attract top tech talent, possibly worth it.