Wellness

Employers are now seeking unique ways to support their workforce through robust financial wellness programs.

Organizational culture and the tone set by senior leadership affect how both employer-driven and employee-driven flexibility evolve.

When plan members understand their health insurance, then financial incentives to seek higher quality doctors and hospitals can actually work.

Employee optimism remains high as workers are aware and confident of their market value, yet they also expressed concerns about financial stress along with a strong interest in personal development and growth.

With one estimate predicting women will account for close to half of the disease costs in the U.S. by 2040 – a $66 billion price tag – it's a high-priority topic for the Biden administration and HHS, which will soon release guidelines.

Providing choice can be valuable as it gives companies the ability to see what works best in their environments.

With employee burnout driving high turnover, a growing number of firms offer paid or partially paid leave, but careful thought needs to go into designing and implementing how health coverage and 401(k)s fit into the picture.

Paid parental leave will continue to move the needle for today's top talent and employers need to anticipate this expectation with scalable offerings.