Employee benefits

Employees place different degrees of importance on certain benefits, as such a Staples survey was able to identify four categories of perks.

A six-month maternity leave didn’t get in the way of one woman’s career growth. Here’s what employers can learn from this scenario.

Despite the risks of ignoring burnout in the workplace, 56% said their HR departments did not encourage conversations about burnout.

The stress on your employees today is unprecedented and unrelenting. In response, we must remember that while our patience for COVID-19 is flagging, our commitment to behavioral health can boost workplace culture.

The overall impact of the crisis adds uncertainty about projected costs.

Employee well-being is directly tied to business health, which is why it is so important for organizations to optimize their benefits and deliver the right health and wellness offerings for their workers.

Just as COVID-19 has led some employers to question the necessity of having employees come to the office every day, the current economic crisis should lead to a broadscale re-examination of the standard pay cycle.

The COVID-19 pandemic has boosted employee use of telehealth services, giving employers an opportunity to reduce healthcare costs while simultaneously expanding offerings.

The Big Four firm says they wanted to recognize the challenges parents and caregivers are facing during the pandemic.

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

In a world where it feels like health is out of the individual’s control, we all want, at the very least, to feel control over our coverage.

Companies are already losing critical talent, and employers can not sit idle waiting for a resolution, or worse, leave it up to the parents to figure out. It’s on every employer to come to the table with creative solutions.

Employees are depressed and drinking on the job during the pandemic — a workplace expert identifies healthy solutions to help them cope.

More than 60% of employees say that they are experiencing greater stress than before the COVID-19 pandemic, according to MetLife. Employers must step up their support with flexible work hours, financial planning benefits and mental health resources.

As the human and pet bond strengthens, employees are looking for benefits that help them care for their furry companions.

Employees expect wellness programs that add value. Due to the ripple effects of COVID-19, those programs will need to be more flexible than ever.

A person will die by suicide every 20 seconds this year. Employers can be on the front lines to offer a lifeline to struggling employees.

“The world as we all knew it changed in a very short amount of time this spring and continues to evolve as the pandemic remains an ongoing reality,” says Jonathan Finkelstein, CEO of Credly.

Uber and Lyft were ordered to convert their California drivers from independent contractors to employees with benefits but the ruling won’t be the last word, as the companies vowed to appeal the preliminary injunction.

From providing accessible tools to better employee training, here are some top strategies employers can employ to support staff with special needs.