With an emphasis on pounds lost, rather than healthy, sustainable behavior change, traditional programs can leave employees feeling discouraged and disengaged.

Getting more out of the prescription drug plan and telemedicine are cost-saving avenues for plan sponsors to explore, says Corporate Synergies’ Bruce Barr.

Quality, confidentiality and scope of services are prime considerations for employers looking to implement clinics on or near their worksites.

There are a number of successful methods to use to convince a client’s staff of the value of these offerings, says benefit expert Tyson Funk.

HealthiestYou application encourages higher levels of utilization with mobile access, greater ease of use.

DC plan sponsors should be thinking about where they are going to find alpha, says BlackRock's Anne Ackerley.

Business leaders and benefits executives aren’t always aligned when it comes to employee well-being, finds new research.

Traditional group coverage is dropping as employers help workers find other options, including private exchanges.

Employers looking to minimize DB program risks should consider market-return cash balance plans, according to October Three Consulting’s Larry Sher.

Worker have been slow to move online for medical visits, but research shows employee utilization rates soar when co-pays are eliminated, says Willis Towers Watson’s Allan Khoury.

The new listing from miEdge is based on Form 5500 Schedule A reporting data on health insurance premiums.

More than three out of four American workers have inadequate savings, according to an HSBC Bank study.

In the drive to promote employee engagement, organizations are likely missing the mark if they don’t realize that many employees have more urgent needs, such as lack of sleep or financial stress, that divert their attention from focusing on physical health.

How advisers can help employers attract younger workers with this non-traditional worksite product.

Employers are already swamped enough dealing with a litany of benefit issues. That’s why, a panel of plan sponsors explained at the NAPA 401(k) Summit, they are looking for benefits help from their advisers.

It’s tough to keep good people, but EBRI CEO Harry Conaway, says employers willing to let staff work where and when they want have a better shot at maintaining all-stars.

As DC plans continue to be the retirement benefit offering of choice for many employers, they’re being called upon to be more thoughtful about the funds they make available to participants.

Encouraging employees to purchase critical illness insurance encourages them to become better educated about their benefits plan, according to Sun Life’s Bryan Burke.

More than three out of four American workers have inadequate savings, according to an HSBC Bank study.

With an emphasis on pounds lost, rather than healthy, sustainable behavior change, traditional programs can leave employees feeling discouraged and disengaged.