Employee engagement

Through non-traditional benefits, employers can help mitigate work-related stress tied to personal finance and health issues — and help increase worker loyalty and retention.

Here’s a peek at some of the titles that are top of mind for industry insiders this year.

If employers were to implement a lactation program, they could benefit from a $3 return for every $1 invested in their mothers.

Knowing where the tightest labor markets are can help smart employers devise attractive benefits programs to retain the best employees.

Knowing where the tightest labor markets are can help smart employers devise attractive benefits programs to retain the best employees.

Letting workers leave early one day a week is a cost-effective way to keep them engaged at work.

Benefits can be tailored to address student loan debt, and help put employees on track for retirement.

Offering too many benefit choices can hurt engagement in programs and lower participation rates. Employers should consider targeted, individual offerings.

Clients need to be ready to offer benefits and workplace perks that match employees most important needs.

An estimated 8 in 10 workers with a mental health condition don’t get treatment because of the shame and stigma associated with it.