Voluntary Benefits

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.

ICHRA fosters a new era of flexibility and customization, gradually transmuting the narrower channels of employer-provided health coverages.

Pet insurance can serve as a distinguishing feature that sets an employer apart from the competition.

Roughly half of U.S. workers have a good grasp on the attributes of HSAs: 61% say it's a way to save for future health care expenses, but only 25% said it's a way to invest money for health care expenses in retirement, says a new study.

The path to wellbeing benefits that work is to provide both leaders and individual employees with personal and professional development.

Raising awareness for employees on long-term care needs is critical - and voluntary products (accident, hospital indemnity or critical illness insurance) have a role to play in a conversation about retirement planning.