Healthcare benefits

To provide real cost savings for their employer clients, next-generation benefits advisers are casting off the health insurance carriers and abandoning the traditional way of procuring healthcare.

By passing this popular bipartisan legislation now, Congress can help make coverage and care more affordable for everyone.

Only 39% of American workers are satisfied with what their job offers and 61% are willing to take a cut in salary for a better package.

As nearly one in five U.S. workers has a part-time job, companies need to extend benefit packages.

For employers looking to amp up wellness programs that help workers quit, financial incentives might be a new avenue to consider.

Smaller insurers are often hesitant at first. But encouraged by benefit brokerages like Lockton Companies, they are increasingly embracing this cost saving paradigm.

You can’t solve a healthcare supply chain problem with insurance, says one expert.

As nearly one in five U.S. workers has a part-time job, companies need to extend benefit packages.

Firms such as AIMM and Claim DOC are showing brokers and employer clients just how costly claims are becoming and where to find alternative avenues of care.

A 1,000-person firm could lose more than $80,000 annually to migraine-related health costs and lost work time according to a new report out from the Integrated Benefits Institute.

For employers looking to amp up wellness programs that help workers quit, financial incentives might be a new avenue to consider.

Employees still don’t know the basics of using and saving with a health savings account, according to Fidelity Investments.

There is a growing trend in which out-of-network healthcare providers attempt to bring suit directly against the employer or the employer medical plan.

Employers must make sure they are offering the necessary MH and SU services to their employees.

A 1,000-person firm could lose more than $80,000 annually to migraine-related health costs and lost work time according to a new report out from the Integrated Benefits Institute.

New offering features 16 benefit levels, premium savings, free services, integrated wellness incentives and cash rewards to help attract and retain top talent.

Benefit advisers and employers must make sure they are offering the necessary MH and SU services to their employees.

Advisers must guide employers to the right solutions partner who can help them evaluate the best care based on reliable population health data.

HHS' Alex Azar told lawmakers that it may be time to eliminate the complex system of rebates that drug companies and pharmacy-benefit managers use to negotiate and set prices.

New offering features 16 benefit levels, premium savings, free services, integrated wellness incentives and cash rewards to help attract and retain top talent.