Healthier businesses will receive higher-than-expected rate increases because they are now being pooled with the less healthy plans that may include employees who smoke and engage in other unhealthy behaviors.

Advisers are a ‘great resource’ to ensure sponsors keep up with DC fiduciary compliance obligations and know where they stand on fees in particular, says The Principal’s Aaron Friedman.

Only 30% of workers are covered, despite the demonstrable need to protect income.

More employers embracing growing benefit distribution alternatives in an effort to reduce employee healthcare costs.

Mollie O’Brien, director of total rewards at BASF Corp., shares how the chemicals and plastics company approaches work-life benefits to increase employee engagement.

As the number of consumer-driven health plans continues to increase, employers are looking to voluntary benefits to help offset potential gaps in coverage.

The Equal Employment Opportunity Commission plans to require companies with 100 or more employees to report what they pay their workers. And employers aren’t happy about it.

Early career counseling opportunities contribute to long-term success, not only for producers, but also for the firms that hire them, new research shows

Combining the two employee resources can lead to increased adoption and improved health for participants.

From physical danger to psychological stress, some jobs might not be right for someone with a low pressure threshold. According to a new CareerCast report on the most and least stressful jobs of 2016, here are 10 where stress can be a major issue. CareerCast’ s ranking system for stress considers 11 different job demands which can reasonably be expected to evoke stress, including travel, growth potential and competitiveness.

Baxter International, a global manufacturer of healthcare products, launches workplace mentoring programs and uses employee resource groups to better engage its diverse workforce.

There are several reasons you may want to educate workers on the value of leaving their 401(k) assets in your company plan should they leave your employment.

There are several, smart ways organizations can be ready for IRS ‘focused examinations’ of their benefit plans, including bringing in outside advisers and lawyers to make sure plan documents, internal controls and recordkeeping are sound.

Lack of communication and conflicts of interest are two areas plan sponsors should review when determining whether to change 401(k) plan providers.

Brokers should pay attention to expanded feature offerings when recommending a carrier for STD coverage.

Employees have more responsibility than ever for both the cost and control of their health, yet they are getting confusing guidance about how frequently they should be assessing their health risk.

For employers and brokers looking to unify platforms, Maestro Health's Nancy Reardon offers a place to start.

Leslie Straus leads a fast-growing division of The Benefit Companies that focuses solely on helping employers tackle the problem of tracking, monitoring and analyzing employee data.

Organizations look to help workers cope with increased levels of workplace stress through programs that teach employees how to become more resilient.

The companies will pay accompanying babysitter expenses for employees with infants on business trips — a signal to advisers that the ante is upped for firms looking to attract parents.