It’s a well-known fact that health quality varies greatly across the country. It varies across physicians, hospitals, and – based upon NCQA data -- even health plans. Among measures that matter most to employers, such as the percentage of patients demonstrating control of their diabetes, or obtaining appropriate cancer screenings, the variation across health plans can be 20-30 percentage points or more. Yet employers rarely hold health plans accountable for their own performance.
Demand for fertility benefits is on the rise, even as our workplaces change amidst COVID-19. The pandemic hasn’t put a stop on the pursuit of parenthood — and employees are looking for employer support. Still, as budgets constrict and healthcare costs rise, employers have to keep an eye on managing costs.
Somewhat ironically, the last 12 months are unlikely to give anyone 20/20 vision. When it comes to benefits compliance, however, we can make some predictions based on regulations introduced in 2020, several legal cases and a dramatic political landscape
With more and more employees looking for less stressful and healthier ways of getting to work, companies are exploring Commuter Benefits programs, which encourage better commuting habits while allowing employees to put aside pre-tax dollars to pay for commuting expenses.
As you are putting together your employee benefits package, it’s important to consider the pre-tax benefits of Health Savings Accounts, Flexible Savings Accounts, Health Reimbursement Arrangements and Commuter Benefits, and make sure to include these offerings as part of your package.
Employers across the country are struggling with an unprecedented challenge: how to bring employees back to the workplace safely, keep them healthy and well, and, as financial pressures mount, also generate a positive ROI.
Top employers are increasing investments in whole-person care for their workforce in 2021. As data continues to emerge on the impact of mental and physical health on employee productivity and engagement, HR and Benefits leaders are reviewing all of their wellness offerings.
Open enrollment typically presents multiple challenges for employers, but with the prospect of a major shift toward virtual open enrollment, how can you prepare for this in the most effective way possible?
As employers continue to adjust to ever-changing business conditions, they are looking more than ever to you, their broker, to offer support and advice around myriad topics, including technology, benefits mix and government compliance.
How can advisers plan for benefits communication that will be telephonic/electronic (in all likelihood not in-person)? The panel will cover strategies to improve employee engagement and participation. If employers and advisers don't have new strategies to connect with employees, there will be a significant drop-off in: employee understanding of their employer-paid benefits; employee appreciation of the money their employer is spending on benefits (the 2nd paycheck); and employee participation in any voluntary (employee-paid benefits).
COVID-19 has disrupted virtually every aspect of American life, including the commute. As states consider when to reopen, companies of all sizes and across industries are rethinking how to safely get their employees to and from work.
Just as the world's response to the pandemic has been shaped by analytics, your company's response to managing employee health in 2021 and beyond must be shaped by powerful analytics as well. Employers cannot use a one-and-done approach given the situation is evolving and persistent.
These are unprecedented times for benefits professionals. They are at once managing healthcare costs, supporting employees through COVID-19, balancing employee healthcare needs and dealing with fluctuating budgets.
We all keep hearing about how employers can prepare for their “new norm” post-social distancing, yet we aren’t focusing on what will help your clients most: the “new norm” of employee health and benefits.
Listen to this podcast as Brent Bennett, Executive Vice President, Employee Benefits Practice Leader, Hub International discusses practical insights and tips from a broker in the field on trends in benefits planning and technology, strategies for year-round benefits communications and the role benefits play in corporate culture.
In a world where identity theft affects as much as one third of Americans and over 500 million passwords have been exposed in data breaches, identity theft and cybercrime pose both a risk to employees and therefore their employers as well.
In this interactive webcast panel, Stinson LLP attorneys Tom Dowling (Employee Benefits), Scott Hecht (Commercial Insurance) and Steve Cosentino (Data Breach and Information Technology) will discuss some of the key challenges that HR leaders face to attract, retain, and engage workers.
Join us for a conversation with Tom Flavin, Head of Distribution, Employee Benefits, at Equitable. We discuss recent employer research on benefits technology integration and trends in benefits that brokers should be thinking about today and for the future.
To get an in-depth understanding of the value of simplifying benefits technology as well as the awareness, perceptions and interest in integrated solutions, Equitable commissioned Arizent Research/Employee Benefit News to conduct a survey of HR professionals with decision-making responsibility for EB technology. Download this white paper to learn about the survey findings and other insights.
Employers are looking to use technology to manage employee benefits, but can struggle to make the best choices about which technology solutions to leverage. According to a recent study commissioned by Equitable and conducted by Arizent Research/Employee Benefit News, HR professionals who have implemented an integrated software solution are using a variety of sources to make their decisions: