Benefit plan design

Lyra Health found that mental health concerns are once again on the rise, but it will take more than benefits to address stress and burnout.

Comprehensive managed benefits, accessible to all employees, protect organizations against unexpected costs, and give employees the support necessary to get the best treatment the first time.

If the court ends up making this choice, intended family members may lose out — all for want of filling out a one-page form.

Now is the perfect time to initiate discussions with clients to create a multiyear benefits strategic plan. Here’s how.

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

Employees at the coffee company will now have access of up to $30,000 for fertility services.

Employers that help workers who take care of a loved one can benefit from improved productivity, morale and employee retention.

While it's uncommon to offer auto enrollment with disability insurance, it can be a valuable asset to an employee's financial security.

Employers utilizing these best practices can springboard long-term success with recruitment, retention, lower absenteeism, reduced costs and employee happiness.

Offering too many benefit choices can hurt engagement in programs and lower participation rates. Employers should consider targeted, individual offerings.

The breast milk shipping company has been growing rapidly this year as more clients see the value of adding family-friendly benefits.

While it's uncommon to offer auto enrollment with disability insurance, it can be a valuable asset to an employee's financial security.

If employers were to implement a lactation program, they could benefit from a $3 return for every $1 invested in their mothers.

Clients utilizing these best practices can springboard long-term success with recruitment, retention, lower absenteeism, reduced costs and employee happiness.

While it's uncommon to offer auto enrollment with disability insurance, it can be a valuable asset to an employee's financial security.

Offering too many benefit choices can hurt engagement in programs and lower participation rates. Employers should consider targeted, individual offerings.

Clients need to be ready to offer benefits and workplace perks that match employees most important needs.