Millennials

Young people entering the labor market during a recession can suffer the fallout for years because they struggle to find a job or have to take one that doesn’t match their educational background.

With a more age diverse workforce, employers are finding ways to cater to different priorities and communication styles by generation.

The International Labour Organization expects 195 million full-time job losses globally, and forecasts a “significant rise” in underemployment.

Benefits advisers need to look beyond healthcare and traditional benefits to account for financial stress, mental health and other factors, experts say.

An effective benefits strategy should use tech to communicate and offer options for all employees.

More than a quarter of women in a recent survey say they are confident they will comfortably retire, while almost a third of men voiced the same confidence.

The majority of millennials say they are feeling anxious or stressed about their personal finances, a new study finds.

Rising Star Whitney Ehret’s background in human resources helps her see both sides of the benefits process.

Almost 50% of millennial employees would leave their job if given the opportunity. So, what is the trick to keeping this generation at your company?

Workers from both generations share similarities — and financial pressures — when planning for retirement, writes an expert.

A benefit adviser says one-size-fits-all packages won’t attract and retain talent when so many generations are in the workforce.

The job market has changed and millennials aren’t interested in staying with a company solely out of loyalty. Here are the benefits millennials want in the workplace.

Employers can use data from self-funded health plans to reduce costs.

This generation is bringing bold, new approaches of what a job should be to the workplace.

“Millennials are the largest generation in the workplace ... but all of the rest of us are here too,” says author Lindsey Pollak.

A benefits professional shares strategies for tackling workplace stress.

Assumptions are often made about how the four employee generations work together, but these widely held beliefs are wrong.

While this benefit does not have wide-spread adoption, across generations workers have various reasons to consult with an attorney.

Clients should think of the years as empty buckets and keep the amount of income into each bucket level per year.

These employees will need bigger savings than other age groups to fund a longer retirement horizon, according to a study.