Employers are feeling pressured to cover weight-loss drugs without breaking the bank, and considering an alternative to traditional health insurance.

Traditional claims reporting often splits depression, anxiety, substance use disorders and attention disorders into silos, minimizing the aggregate impact.

Employers can detect and reverse employee disengagement through people and workplace strategies rooted in empathetic listening.

Benefit advisers unpack their latest client experiences helping employers respond to a hardening group health insurance market and employee education challenges.

The Section 45F employer child care tax credit has been significantly expanded to reduce child care costs while boosting talent retention and productivity.

Navigation-focused AI helps employees identify in-network care, understand coverage and avoid financial surprises — an impact that is immediate and measurable.

Handing off clients to an e-filing expert can help reduce administrative strain while allowing HR and benefits teams to focus on employee support and plan strategy.

Clarifying that accessing earned wages through employer-integrated models is not the same as borrowing removes a major obstacle to adoption.

Some 80% of respondents said they expect estate planning to be integrated into financial wellness offerings.

With open enrollment fresh on their minds, employers can clearly articulate what worked, what was well received by employees and what needs to improve. 

Sidecar Health's approach removes barriers associated with provider network restrictions, prior authorization, formularies and step care.

Attendance only tells you whether people walked in the door. Human-centric data tells you whether they want to stay, how productive they are and how supported they feel.

The time has come to pass legislation to mandate enforceable price transparency and "site neutral" payments, as well as ban anti-competitive contracting.

Alternatives to costly standalone long-term care insurance include hybrid life policies with an LTC rider, extended premium payment periods and annuities.

By helping employees find the right doctor at the right price within their benefits plan, AI would make its biggest impact.

We don't need a mascot doing the worm during open enrollment, but we can learn from the idea that fun drives engagement.

Gina Downs does the blocking and tackling for retired athletes and their families when it comes to accessing medical and behavioral healthcare.

The healthcare system will not change itself. Progress will come from employers and advisers choosing to break old habits and build something better together.

Inclusive benefit design builds trust, drives preventive utilization and replaces reactive cost-shifting with proactive value creation. 

The Validation Institute has put its stamp of approval on a dozen benefit advisers with a fee-based model that avoids conflicts of interest.