Voluntary

Many employees are unaware of the causes of disability leave and about gaps in their coverage, and a DI advocate inside the firm can help educate individuals about these common misconceptions.

Applying the lens of behavioral economics to benefits choices helps employers understand why employees choose or don’t choose certain voluntary benefits.

While small employers may understand the benefits of long-term disability insurance to their workforce, many have misconceptions about its cost and may underestimate the desire employees have for this coverage.

More brokers are inquiring about the product these days, and industry experts anticipate recent growth to continue as awareness spreads.

Benefit advisers can be a ‘vital’ resource for low-income earners who, according to new research, need better understanding of and engagement with their employers’ benefit offerings.

If done poorly, the introduction of voluntary benefits can lead to a frustrated workforce that doesn’t have the right insurance.

Achieving better enrollment rates for voluntary benefits depends on high-quality, relevant data.

Data suggest a strong correlation between an employee’s overall sense of confidence in the future and the benefits they participate in at work – particularly non-medical benefits such as life insurance, accident insurance and critical illness insurance.

Brokers need to change the conversations they are having with clients away from the Affordable Care Act and toward other topics, including voluntary, since little will change with the law until the next presidential inauguration, a carrier rep says.

Most disabilities, on average, can keep an employee out of work for roughly three months, and yet, only about a quarter of employees say they currently have disability insurance.