Benefits

A report from Cerulli Associates suggests that pairing HSA and DC plan communication and administration and modernizing HSA investment menus can help to position HSAs as retirement savings...

Findings in a Buck survey demonstrate that a failure to creatively invest in employee wellness can result in many adverse consequences for the success and sustainability of a...

MediKeeper suggests using available data to better personalize programs, using social interaction to encourage wellness program participation and making virtual programs available to reach more of the workforce.

Employers surveyed by the Employee Benefit Research Institute (EBRI) noted that they face many challenges in offering financial wellness initiatives.

Less-healthy enrollees are more likely to disenroll from the HSA-eligible health plans than healthier enrollees, according to an EBRI study.

More favorable claim experience and a reduction in provider reimbursement rates were cited by respondents to Buck's 37th National Health Care Trend Survey as two key reasons for...

However, while 71% of employers see a positive impact on company health benefit costs from wellness programs, more than one-third say they do not offer these programs, the...

And public sector employers are more likely than their peers to offer a full range of benefits.

One key misconception to break is that Social Security is meant to be an adequate source of income on its own for retirees.

Only 4% of HSA owners invested their money, and when distributions were taken, investors took larger distributions than non-investors, EBRI found.

More midsize and large employers are foregoing the short-term savings offered by cost-shifting and turning to strategies addressing care delivery and health management, Mercer finds.

“Employers can now identify opportunities to develop local provider strategies that improve quality and lower costs,” says Todor Penev, with Aon.

They are rising 2.8%, in keeping with a rise in the DOL’s Consumer Price Index for Urban Wage Earners and Clerical Workers (CPI-W).

Investments in HSAs are solving for different outcomes than DC plans, so plan sponsors should take into account different considerations for investment selection.

Once participants understand health savings accounts (HSAs), plan sponsors can encourage them to invest their money and think about saving for future health care costs.

Even financially adept employees have trouble deciding where to save and how to spend.

Employers also plan to enhance their wellbeing programs and include initiatives that reduce the impact of chronic diseases on employees, Willis Towers Watson finds.

The “Saving at Work for a Rainy Day” report indicated that seven in ten employees would likely participate in an employer-based rainy-day savings program.

Consumers that are already enrolled in HSAs are more fluent, more engaged, and make savvier health and financial decisions than the general public, Alegeus finds.