Healthcare benefits

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.

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.

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.

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.

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

Employers can help employees prepare for and manage high healthcare costs related to COVID-19 as well as large medical bills related to other health conditions such as serious illness or accidents several ways.

As employees are demanding more flexibility from benefits, many companies are looking for new ways to keep employees engaged and happy through the pandemic.

Both employer clients and CVS employees will have access to an app that helps people manage their anxiety and stress.

Employers can consider several alternatives to craft an open enrollment and benefits education and engagement strategy that addresses these issues.

The online shopping giant is partnering with Crossover Health to provide primary care to its workforce.

The initiative aims to promote a culture of acceptance around returning to the workplace and the rising mental health issues as a result of the COVID-19 pandemic.

Now is the time to reimagine your enrollment process and ensure you have the tools in place to communicate your benefits clearly.

The coffee giant has introduced several new mental health benefits including free Headspace subscriptions and 20 mental health sessions with a therapist a year for free.

When considering how to adapt workplace wellness initiatives, employers must ensure workers have the resources necessary to meet their health and well-being goals, from wherever they are.

The insurance companies plan to launch a new health plan in Q4 to help employers recuperate from COVID-19 losses.

Employees are cautious about discussing their mental health at work, but addressing these challenges can improve outcomes and lower healthcare costs.

“Silence is not going to work,” says Tammy Fennessy, director of benefits for American Eagle Outfitters. “We view silence as an acceptance of racism — it’s not helping the cause.”

Seventy five percent of employers reported being directly affected by opioids, often as contributing to workplace accidents, lost productivity, staffing issues, missed workdays, and increased care and leave costs.

Major depression is just one of hundreds of conditions where employers struggle to improve outcomes and costs.

Organizations addressing the post-pandemic return to work will be required to assemble teams of specialists in safety, security, HR and risk management to aid in the challenge.