Commentary: Columnist Jack Kwicien notes that the future for benefits brokerages is unpredictable and tough, so one survival strategy might just be the private exchange.

While many in the industry think voluntary sales is a no-brainer for benefit advisers and employees alike, there's one type of product that hasn't seen a boost thanks to the ACA.

Average contribution rates for small business retirement accounts have continued to climb since the recession – with an 18% increase since last year and 88% over the past six years, according to a Fidelity Investments analysis of more than 200,000 401(k)-type and individual retirement account plan options under its administration.

The self-insurance option for small businesses doesn’t seem to be as popular for managing ACA costs and mandates as some in the industry once thought.

This insurance rule, referring to the grouping of companies owned by the same person, hasn’t applied to medical coverage until now. One broker is concerned that benefit advisers and small business owners alike aren’t up to speed on this requirement and could be vulnerable to liabilities via penalties and lawsuits.

Many employers have yet to update their work policies to reflect the 90-day waiting period rule, a possible landmine for employee confusion and lawsuits.

Higher consumer spending on health services, increased prescriptions for costly medications and more elective surgeries suggests Americans are using the insurance they gained under Obamacare.

The U.S. House of Representatives passed a NAHU-backed bill exempting expatriate health plans from the ACA.

A multi-generational and increasingly diverse workplace, coupled with the ongoing adjustments of the ACA, has led more and more employers to consider the benefits of defined contribution health care models.

Once viewed as a nice-to-have benefit, some say voluntary benefits should now be advertised and heavily promoted to millennial-age employees as an important component in their overall portfolio of benefits.

Commentary: How brokers can select the right decision support tool to enhance voluntary sales, according to guest blogger Steve Adams.

Unbeknownst to your clients, prescription drugs are likely costing them a great deal. As their trusted adviser, here’s how you can help.

More and more, companies which have integrated auto-enrollment and auto-escalation features into the retirement plan design are producing impressive participation and savings rates, more in line with the targets that will result in the kinds of 401(k) balances participants will need in retirement.

One thing is certain as Cover Oregon switches over to Healthcare.gov, more work for brokers.

New research provides a glimpse into just how dire of a situation employers are in as they face rising health care costs and the desire to continue offering a competitive benefits package.

While even the smallest of employers are reporting increased success in their participants’ savings rates and ongoing recruitment benefits in offering a workplace retirement plan, the fiduciary burdens of administering those 401(k) plans are starting to add up for many plan sponsors.

Are you making retirement plan decisions using a prudent process? Do you always put the interests of plan participants ahead of the company's when considering plan issues? Here are some best practices related to decision-making and documentation.

In the retirement plan arena, the Pension Protection Act of 2006 was a game changer for defined benefits plan sponsors - it altered the way in which the value of lump-sum offerings was calculated, making lump-sum payouts a more attractive solution for plan sponsors seeking ways to reduce the risks associated with their DB plans.

While benefit brokers applaud HHS efforts to hold ACA exchange navigators to licensing and certification standards, many worry federal regulation will undermine state efforts already in place.

In an effort to make workplace retirement savings more portable and to help build assets in tax-qualified retirement plans, the Treasury Department and Internal Revenue Service have removed a cumbersome step plan sponsors must take when accepting rollovers from other employers’ plans.