Banking

Thrive is a student loan repayment provider that allows employers to match worker contributions toward their retirement plan, their student loans or a combination of both.

Proponents say reintroduced legislation that would allow employers to contribute $5,250 a year without penalty would encourage more companies to offer the perk.

The automaker’s new offering to its 14,000 workers aims to “provide employees a less-costly means to pay off student debt and support their path to a sound financial future.”

Perks including employee purchase programs and student loan repayment plans will continue to be popular in the coming year.

Sure, offering the perk will help employers recruit and retain top talent. But there’s even more advantages to consider.

Perks including employee purchase programs and student loan repayment plans will continue to be popular in the coming year.

The number of older Americans who are carrying student loan debt into retirement has grown to 2.8 million from 700,000 in 2005.

Assisted-living expenses increased 7%, according to one study, which is triple the rate of inflation.

The auction house will contribute $150 each month to employees’ loans, with no lifetime limit.

The auction house will contribute $150 each month to employees’ loans, with no lifetime limit.

These are the most coveted non-insurance and retirement benefits, according to employees surveyed by Unum.

Social influencers shared moments from EBN and EBA’s annual conference, where employers like Activision Blizzard and Walmart talked about how they’re approaching their benefits strategies.

The retailer’s benefits director says about 20% of its workers are using Even, which allows employees to receive wages before their next pay period.

Social influencers shared moments from EBN and EBA’s annual conference, where employers like Activision Blizzard and Walmart talked about how they’re approaching their benefits strategies.

The retailer’s benefits director says about 20% of its workers are using Even, which allows employees to receive wages before their next pay period.

Sure, offering the perk will help employers recruit and retain top talent. But there’s even more advantages to consider.

Benefits leaders from Estée Lauder and Options Clearing Corporation say the perk doesn’t have a lot of overhead and has huge payoffs.

Benefits leaders from Estée Lauder and Options Clearing Corp. say the perk doesn’t have a lot of overhead and has huge payoffs.

Even though the program was created by a large multinational corporation, companies of all sizes could utilize this approach.

The ruling is a step in the right direction. But be warned: There are too many unknowns for companies to begin offering the program.