Benefits

This new benefit option allows employers to keep their costs fixed by giving employees the opportunity to manage their own health care benefit choices, says Willis Towers Watson.

Plan sponsors should not forget the needs of older workers when offering financial wellness and emergency savings help.

Panelists said encouraging better financial wellness can go a long way to helping workers manage their student loans.

Experts say it is important to encourage health savings account holders to invest their money, as doing so increases their balances four-fold.

It is no small challenge to wrap one’s head around the current regulatory framework surrounding health savings accounts.

Experts at the session, held as part of the 2020 PLANSPONSOR HSA Conference, discussed incorporating health savings accounts and 401(k) plans into a holistic plan design.

Younger workers appear to be much more comfortable than their older peers when it comes to negotiating for access to equity-based compensation.

Participants also want help with financial wellness, paid leave and child care.

Content, delivery and personalization are factors in providing the best employee education and support possible this year.

Companies anticipate volatility in this expense, yet they can mitigate increases without sacrificing benefits or putting the onus on participants.

Experts address health care in retirement and how health savings accounts (HSAs) play a role in retirement planning.

The keys are tailoring it for people as they age, making it actionable and providing one-on-one access to a financial adviser.

Experts touched on pragmatic features to improve financial wellness in a post-COVID-19 environment.   

A panel sponsored by Fidelity discussed building confidence when navigating the health care system.

More employers are helping workers restructure loans, and some are even repaying the loans directly.

Life insurance, dental insurance, health and flexible spending accounts, and financial planning tools are on workers’ radar, according to MetLife.

More than half plan to make changes during open enrollment, according to Voya Financial.

But many said they might be looking to cut costs in other ways.

More classifications of employees, a remote work environment and employees placing a greater value on benefits means employers have more to consider for benefit offerings and communications.

A Retirement Advisor Council paper recommends ensuring the program is accessible and usable to anyone regardless of literacy, wealth or earnings.