Benefits

Employers are asking benefits brokers to engage employees on benefits choices and offer better price transparency, among other things.

Employers can easily budget their costs, employees use their allowances for a wide range of benefits and it helps small employers compete for talent.

Employers see a business case for investing more in health and well-being, but overall cost savings is a benefit as well.

Finding women, mid-career and low-income employees are the most at-risk, Greenspring Advisors suggests ways plan sponsors, providers and advisers should enhance the support and resources they offer.

Devenir offers suggestions for plan sponsors when crafting an HSA investment menu or benchmarking the investment menu of a provider.

An analysis from EBRI shows familiarity breeds better usage.

While awaiting action from the government to shore up Social Security, plan sponsors can do their part by educating employees.

The Cadillac Tax, which many said would limit health care choice and cause greater cost-shifting to employees, was repealed.

During the next decade, it will become the norm for six generations of Americans to be working together, raising opportunities and challenges for employee benefit professionals.

The insurance is a small cost to enhance employee financial security and hedge against lost productivity.

Educating employees about health savings accounts can help them maximize their benefit.

At least half of Northwestern Mutual's clients plan to cover long-term care expenses out of their retirement savings, Keith Moeller says. 

If employees are offered an equity compensation plan and able to participate, it's a way for them to have a mix of taxed and tax-deferred savings.

Small Employers can ask for incentives and pricing models from insurers, focus on primary care, and band together to reduced health benefit costs.

Although investment menu designs are better, there are still improvements that can be made and items plan sponsors should evaluate when selecting an HSA provider.

Aside from the benefit of having emergency savings, people acclimated to having retirement savings automated will likely stay with an automated process.

Nearly two-thirds believe it is important to have a financial literacy program offered by their employer, and they listed the topics they would like discussed.