Insurance

Other countries and some innovative firms here consistently deliver equal or better quality care at dramatically lower cost, betraying the idea that conventional U.S. healthcare is superior or even appropriate.

Employers hoping to attract and retain workers need look no further than their vision plans, as new research shows vision benefits have high engagement with employees.

The success of a client’s well-being program may be more about calculating value-on-investment rather than return-on-investment, according to a new report from the International Foundation of Employee Benefit Plans.

JD Powers of Powers Insurance and Benefits discusses cyber risks and how to protect against them.

Despite DOL guidance, advisers seek clarity about common-law employer status.

New marketplace says it provides a group insurance alternative and helps plan sponsors fix their benefits costs.

Knowing where to focus is the key to successful selling in the benefits business, according to John Graham.

Automation promises to make the insurance buying process an Uber-like experience – seamless, fast and hassle-free.

As costs continue to grow, employers should focus on utilizing smart benefits technology to create individualized programs that appeal to every employee.

At a NAHU summit, panel discusses future of healthcare reform and why brokers are needed now more than ever.

Regulation is poised to impact much of what a broker does, making meetings with legislators ever more important.

Advisers can educate employers about carrier choice and plan options to create the comprehensive plan their workers are seeking.

Why sitting down with employers to revisit the enrollment experience can provide valuable information.

A boon to their businesses, automation may come at the price of one out of four insurance jobs.

Revealed in descending order, the listing is based on Form 5500 Schedule A reporting data on premiums as of Dec. 31, 2015.

Voluntary benefits such as critical illness, hospital indemnity and accident insurance, are not regularly being offered alongside HDHPs.

The electronics manufacturer has launched a branded HR program to build a culture of healthcare consumerism and drive enrollment in its HDHP.

The success of a well-being program may be more about measuring value-on-investment rather than return-on-investment, according to a new report from the International Foundation of Employee Benefit Plans.

If employers offer an HDHP, executives should be maxing out their HSA contributions, says Robert C. Lawton.

Providing employees with incentives for adopting new, healthier behaviors can control costs while improving the long-term health of the workforce.