Voluntary benefits

As employers look at this benefit, benefit admins and HR executives need to know how to comply with these industry changes.

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.

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.

The key in this new digital era is to marry sophisticated technology with real-life human beings to start meaningful conversations.

As employers look at this benefit, benefit admins and HR executives need to know how to comply with these industry changes.

The key in this new digital era is to marry sophisticated technology with real-life human beings to start meaningful conversations.

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

The video streaming service will be matching up to $1,200 a year to help workers pay their student debt.

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

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

Employers including American Express, Deloitte and Salesforce offer benefits including paid parental leave, fertility treatments and flexible schedules that make moms and dads happy at work and at home.

The hair-salon chain chooses a benefits and HR services firm to deliver services to its franchise owners and workers.

The hair-salon chain chooses a benefits and HR services firm to deliver services to its franchise owners and workers.

A regional grocery chain relies on an ambitious exchange platform to attract, preserve part-time workforce.

The payment allows the plan to allocate shares of stock to each eligible worker valued at nearly 18% of eligible wages earned during 2017.

While advisers tend to see them as younger workers, these employees are getting married, starting families and purchasing more benefits through their employers.

With college obligations ballooning to $1.48 trillion, a growing number of employers are offering aid — and Congress may offer some relief.

Employers should start by asking if their benefits are relevant to their workforce.

Employers who don’t embrace digital options run the risk of looking archaic and out of touch among younger generations who are more tech-savvy.