Benefits

Self-funding can result in cost savings and access to more data to drive better plan designs, but plan sponsors need to weigh that against all they will need...

During a recent hearing, members of the Financial Literacy and Education Commission discussed the interplay of climate change and crypto assets on the financial wellness of everyday Americans.

More and better education, as well as offering a health savings account, could improve employees’ satisfaction with high-deductible health plans.

The provision of targeted benefits for caregivers creates employee loyalty and good will, while helping to reduce stress and increase productivity.

Robust financial wellness programming can distinguish an employer, serve as a retention tool, provide a competitive edge, and lower labor costs by bolstering employees’ retirement readiness.

Employers that were part of an initiative to start or improve their programs—using a wide variety of approaches—shared challenges, surprises, rewards and advice.

The CEO of Pressed wanted a flexible program to address a diverse workforce.

A law that moved all city employees except police officers to defined contribution plans was found to have been illegally placed on the public ballot.

Despite the tax advantages available, most HSAs account holders don’t capitalize by using HSAs as long-term investments to pay for future qualified health expenses.

Employers can take steps to ensure all employees are able to experience the same level of care.

Their concerns have shifted, and some priorities have become more important during the pandemic, defining areas of focus for the coming year.

The vast majority of employees say they would feel more invested in staying with their employer if it offered tailored financial benefits that meet their evolving needs.

Research shows employees across all generations view insurance benefits offered at work as more valuable today than before the COVID-19 pandemic.

An Alegeus open enrollment study finds employees don’t understand how HSAs fit into a long-term retirement savings strategy and only 17% invest HSA funds for growth.

Understanding how health savings accounts work is key to being able to communicate about them to employees and avoid misconceptions.

Plan sponsors can use various plan design elements and methods of communication to get employees active with their health savings accounts and help them maximize their benefits.