Health and wellness

Employees who want to stretch their dollars during their post-work years may want to avoid these places.

This is a workforce unlike any other in history, and to attract and retain the best workers now and in the future, companies must modify their approach to employee benefits.

Companies that make positive changes to their wellness offerings over the years may reap the rewards of healthier employees and reduced healthcare costs down the road.

Clients should turn to their own timeline before making any changes to their portfolio during a market correction.

With more employees enrolling in health savings accounts, choosing the proper admin has never been more critical for employers.

Companies that make positive changes to their wellness offerings over the years may reap the rewards of healthier employees and reduced healthcare costs down the road.

Health benefits that integrate physical, financial, emotional and social components pave a wider path to lower costs.

Employers are overpaying for employees’ healthcare because the system wastes $750 billion per year on unnecessary tests and treatments. Most employers don’t take steps to monitor costs.

These places top the list when it comes to health costs, access and outcomes, according to new analysis.

The programs are missing one very important mark — and it’s the No. 1 cost concern of workers.

The more educated employees are about treatment options and their pricing, the more likely they'll be to better engage in healthcare.

For clients sponsoring high-deductible health plans with health savings accounts, ensuring that the HDHP continuously remains HSA-qualified is no easy task. But this checklist can help.

Too many workers don’t review their annual enrollment materials, participate in an HSA or enroll in a 401(k). But employers can help with several action steps.

Employers, here’s why you should tell employees contributing to a triple-tax-free health savings account is more valuable and versatile than boosting a retirement plan.