Voluntary benefits

Employers and advisers expect the importance of supplemental benefits to grow, fueled in part by the changing demands of employees.

Advisers can make use of these best practices to lower the costs and increase the effectiveness of employer disability programs.

The majority of employers expect the importance of non-traditional benefits to grow over the next three to five years, fueled in part by the changing demands of employees.

The Strategic Insurance Agency Alliance partners with LifeLock to offer ID theft protection to employer-clients.

While few employers offer group coverage, there’s still a market for LTC as a voluntary or individual offering.

Offered as a voluntary benefit through a partnership with LifeLock, these new services address a growing problem and mounting interest among employers.

Some organizations are deploying a strategy that reduces their HSA contributions in favor of employer-funded indemnity products, such as accident and critical illness insurance.

The credit option imposes no cost or liability on employers, says Michael Thiemann, CEO and co-founder of Zebit.

How employers design benefit packages is changing, leading many to rely on their brokers more than ever before, says Rodger Bayne.

Why advisers should be focusing on younger employees’ eyecare preferences.

Market differentiators can help agents thrive in the new healthcare landscape, says Rodger Bayne.

The top insurance companies, revealed in descending order, based on Form 5500 Schedule A reporting data from analytics firm miEdge.

Eyecare is the second most popular benefit this year, according to a just-released research report, and the type of lens material covered is a key consideration in workers’ selection.

Part of a global consolidation trend, these mergers are aimed at growing revenue and increasing customers.

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.

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

Aetna, Apple, Google and General Mills have implemented the program for their employees.

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.

Evidence is mounting that mindfulness is linked to better workplace functioning, including increased productivity, more efficient teamwork, fewer errors, better communication, and fewer sick days.