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The Employee Benefits Blog

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6 Elder Care Benefits Employers Can Offer

Elder care

Employees caring for aging parents or grandparents cost U.S. employers about $13 billion a year, according to a MetLife report. And as the nation’s population continues to age, those numbers are likely to rise.

Important Health Care Trends for Employers

Important Health Care Trends for Employers

In an effort to reduce health insurance costs, employers are coming up with creative solutions. Most employees still view health insurance as an important benefit, preventing employers from dropping health care coverage completely. Current coverage trends include an increasing focus on wellness, a move to high-deductible health plans health plans and increased voluntary offerings.

How to Support Self-Service Enrollment

How to Support Self Service Enrollment

Self-service enrollment can be a big help for HR departments. As employees do much of the legwork of the enrollment process, HR leaders can focus on preparing for open enrollment and then wrapping it all up when it’s finished.

Prescription Costs Expected to Surge in Next Two Years

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On Monday, Aon Hewitt released pharmacy cost estimates for 2016 and 2017. Their prediction is that costs will surge. Part of the reason is the increased lifespan of baby boomers, which means they’ll live longer and require more medication. Another contributing factor is the rise in very specialized (and expensive) prescriptions. As a benefits manager or HR pro, you need to be aware of how these price increases may affect your employees. Changes to your health plans may be warranted.

Do Workplace Wellness Programs Really Work?

The Workplace Wellness Debate 01

Employers typically establish workplace wellness programs in an attempt to reap benefits such as reduced health-care costs and increased employee productivity. But do these programs deliver those desired results?

How to Communicate Employee Benefits Changes

How to Communicate Employee Benefits Changes

If your employees are going to value the benefits you provide and make the most of them, they need to understand those benefits. This is especially true when you make changes to your company’s employee benefits offerings. To build this understanding and ensure benefits changes don’t take a hit on employee engagement, it’s essential to use effective benefits communication tactics.

3 Minimum Essential Coverage Coverage Challenges Employers Must Overcome

3 Minimum Essential Coverage Coverage Challenges Employers Must Overcome

Minimum essential coverage is one of the frequently confusing aspects of the Affordable Care Act -- also known as the ACA or Obamacare. Last month, I answered the question “What is minimum essential coverage?” Today, I’m going to provide a more in-depth look at three key challenges employers are facing as they try to comply with this aspect of the ACA and how you can overcome them.

Consider the Needs of Different Generations When Designing Voluntary Benefits Programs

Consider the Needs of Different Generations When Designing Voluntary Benefits Programs

You already know by now that a millennial employee and a baby boomer probably don’t have the same level of interest in critical illness insurance, life insurance or retirement savings. At different points in an employee’s life, their benefits needs will vary. It’s important as an employer to offer a wide range of voluntary benefits to suit everyone in your organization.

Should Technology Drive Benefits Enrollment and Communications?

Should Technology Drive Benefits Enrollment and Communications 01

Recently I served as a keynote panelist at the Workplace Benefits Renaissance 2015, where we discussed how technology fits in with benefits enrollment and communications. Topics that came up included the challenge of offering ACA-compliant benefits, educating employees so they can effectively navigate consumer-driven healthcare, and the importance of a multi-channel year-round communications strategy.

Improved Wellness Programs Make for Happy Employees


One of the most important things to consider when you review your benefits program is how you cater your wellness programs to your employees’ needs. While many companies already have wellness programs, most of these programs don’t allow employees to alter the program to their own health needs. This personalization can add the element of participation necessary to foster wellness. When employers make an effort to create happier, healthier employees, they often see their bottom line become healthier as well.

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