Voluntary Benefits

Employers who don't get on board are going to lose out on top talent and productivity gains.

Employees who consider their student loan debt to be a "heavy burden" are 2.4 times more likely to be in the process of leaving their organization.

Heading into the new year, perceived coverage gaps, flexibility, and affordability receive more attention as companies weigh prioritizing value versus shifting costs. 

A well-designed access and engagement campaign will motivate employees to enter a decision mindset versus an evaluating mindset.

For benefits brokers, recognizing and accepting change will be half of the battle. But once they can do that, the road is open to playing a significant part in this transition.

Employees give high marks overall to their voluntary benefits enrollments, but employers and theier benefits advisors may be missing opportunities to increase satisfaction and participation.

Financial point solutions can provide low cost, temporary relief to high financial stress and gaps in cash flow, but they are ill-equipped on their own to serve as long-term solutions.

Level-funded plans are great options for small and mid-size employers to reduce costs without sacrificing quality benefits.