Health and wellness

Under this model, cost predictability becomes structural, workforce diversity is treated as a design input and choice shifts from theoretical to practical.

A new study finds most employees choose lower-cost health plans during open enrollment, a trend that may lead to higher out-of-pocket costs later.

When employers look beyond premiums and examine access, clarity and risk distribution, better options tend to emerge.

As employees' benefit needs evolve, leaders must rethink how they support them with more progressive practices.

Lively's HSA Spend Report shows consumers are increasingly using accounts for online wellness, mental health, and weight-loss products.

An HR veteran lays out how AI and data collection can improve existing benefits' value and bolster the case for additions.

Traditional offerings are becoming too restrictive, but a new healthcare approach can be more progressive and effective.

Novo Nordisk will cut prices for Ozempic and Wegovy by up to 50% next year, prompting employers to plan for rising use and manage benefits costs.

A meaningful treatment strategy prioritizes early access, trusted guidance and right-site care before pain escalates into imaging, injections, surgery or long-term disability.

Benefits meant to support employees through their diagnosis aren't comprehensive or inclusive enough.

You Powered Symposium earmarks $50,000 between Radial's treatment for a wide range of brain disorders and Hibiscus Health's cardiometabolic risk screening.

With fewer relatives and neighbors available for help, parents say workplace child care resources are essential to manage daily demands.

Designed to monitor workloads, the technology will match hours reported with digital activity in an effort to prioritize employee well-being.

The public sector is notorious for burnout among its employees. Here are proven HR strategies that protect your government teams and mission.

Transparency is becoming the baseline, with visibility into compensation streams and financial relationships increasingly expected rather than optional.

A study finds employees take more mental health leave months after disasters, highlighting delayed trauma and the need for longer-term support from employers.