Benefits

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.

How can employers ensure financial wellness programs create habits that carry into retirement and address employee concerns about the future?

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The Cadillac Tax, which many said would limit health care choice and cause greater cost-shifting to employees, was repealed.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