Wellness

The number of employers offering a healthy living/incentive program grew in 2015, and is one of several trends to watch as the year 2016 unfolds, analysts say.

Workers with serious mental and emotional health concerns are an increasing concern for advisers’ employer clients, new research shows.

The number of workers reporting serious mental and emotional health concerns is rising at an alarming rate, according to an analysis of global EAP data.

Mollie O’Brien, director of total rewards at BASF Corp., shares how the chemicals and plastics company approaches work-life benefits to increase employee engagement.

Large employers like Wal-Mart show this health costs-based assumption doesn’t always add up.

Combining the two employee resources can lead to increased adoption and improved health for participants.

Organizations look to help workers cope with increased levels of workplace stress through programs that teach employees how to become more resilient.

While employers are applauding the recent Flambeau wellness program court decision, they still need to be mindful of how the EEOC views ‘gateway’ HRAs.

How small companies are making use of their employee assistance programs.

Small employers such as Beehive PR and Beach Cities Health District create a culture of mental wellness with a suite of day-to-day programs that encourage work-life balance, employee involvement and employee growth and development opportunities.

The NFL and the NFL Players Association work together to build a comprehensive wellness program that helps retired football players better transition into a life without football, both financially and emotionally.

Commentary: We would all be better off if we stopped debating the merits of employee wellness and focus on what the intent of it should be – helping employees and their families achieve their optimal health.

Many companies have embraced financial incentives as a way to encourage participation in wellness programs, but workers still express concerns about privacy and not wanting their employers to be involved in their health and well-being.

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

Commentary: Most employers are in the dark about what they get in return for what they spend on health benefits. As a result, they tend to make decisions about benefits on the basis of costs alone, with little regard to value.

Flu season is just around the corner and you’ve probably set up free flu shots for everyone in the office. But are you also offering financial wellness programs to shore up your employees’ immunity against financial stress?

Commentary: Without building a better plan, continued participation will wane and the program as a whole will fall short of employer health initiatives, says adviser Tim Olson, who shares five steps that will lead employer clients to an improved plan.

The benefits industry is awaiting several rulings from the Supreme Court of the United States expected in 2016 that could have far-reaching effects on the administration and cost of operating employee benefit plans.

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: Executives are starting to acknowledge that engagement alone won’t drive long-term results.