Benefits

Many older employees either want or need to work past the traditional retirement age; sources say it makes economical sense for employers to help them do so.

This year's events offer employers a chance to connect with employees and change workforce and retirement plan investing efforts.

Despite employers’ own financial strain, most are committed to expanding wellness programs to address increased employee needs during the pandemic.

Considerations for plan sponsors that need to cut costs but would rather avoid taking away benefits.

The CARES Act allows telehealth services to be included under HDHPs until December 31, 2021, and some are hopeful that will be extended.

The retirement plan system has the infrastructure to get people started building emergency savings.

The CARES Act has expanded the number of medical devices and medicines the funds can be used to buy, and telehealth is also an option.

The coronavirus pandemic has exposed workers’ need for financial coaching and for employers to offer resources.

Research shows older employees may turn to Social Security for income following a financial crisis, but that can throw retirement planning off course.

This will be especially true for Millennials, retirement industry sources say.

While the estimates are current, they do not reflect the potential effects of COVID-19, the Social Security Board of Trustees notes.

More employers will see financial wellness programs as a necessity and emergency savings as a top priority.

Plan sponsors should consider an off-cycle voluntary benefits enrollment and prepare for a workforce that will pay more attention to voluntary benefits in the future.

A study suggests HSA holders invest as they become more educated or as their account balances grow.

The CARES Act allows employers to contribute toward employees’ student loan debt tax-free to employees, and employees need guidance on what they can and should do about deferring...

Actions to mitigate increasing health benefit costs for this year or next will need to be as unique as the time in which we are living.

Because the coronavirus was designated a disaster under the Robert T. Stafford Disaster Relief and Emergency Assistance Act, qualified disaster relief payments are permitted.

States and insurers have done so for fully insured plans, and self-insured employers should follow suit.

Offering voluntary benefits, enhancing benefit communications and telemedicine are just some of the new strategies employers are using or considering.