Voluntary benefits

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.

As the need for gap coverage continues to grow, advisers can help promote these underutilized benefits with better communications and education.

An increased awareness about the correlation between these benefits and overall health is improving engagement.

Reframing these options to illustrate how they enhance an employer’s benefit package can lead to increased engagement

There are still several stigmas attached to flexible work arrangements, despite increased demand from employees and growing — yet sometimes cautious — investment by employers.

Even as employers increasingly shift the cost of these programs on to employees through voluntary plans, workers are seeing value in them.

Only 30% of workers are covered, despite the demonstrable need to protect income.

Brokers should pay attention to expanded feature offerings when recommending a carrier for STD coverage.

From boosting wellness program participation to closing the retirement savings gap and more, consultants at Aon Hewitt reveal eight trends benefit managers should keep an eye out for in 2016.

EBA Advisers of the Year, as well as other industry insiders, share their insight on some of the major issues employee benefit brokers face. Take a look as these experts reflect on everything from the Cadillac tax to benefits technology to voluntary products.

During annual open enrollment, the focus of most people’s attention is squarely on health insurance coverage, and yet the season is an ideal time to consider other benefit elections, too.

As companies redesign their benefits around employee needs, the links between oral and overall health has employers incorporating dental benefits into wellness strategies.

Implementing top-tier plans poses unique obstacles for advisers and their employer clients.

Dental plans are innovating with new technologies, and boosting participation in the process.From mobile apps to virtual ID cards to gamification and even Bluetooth smart brushes, it’s not your father’s dental plan anymore. Brokers seeking innovative plan designs for employers should take note. The future is here.

Commentary: Advisers focused on life insurance and financial planning are missing an opportunity to stand out by introducing DI into the discussion.

While advances in medicine are helping more patients survive critical illnesses, nearly half of U.S. households have insufficient savings to cover a major medical condition.