Roughly 50 percent of the respondents are expanding coverage to neweligibility groups like domestic partners, rather than limitingcoverage through dependent eligibility audits. (Image:Shutterstock)
When choosing which benefits to offer workers, the overarchingobjective for employers has long been to reduce cost.However, the need to be more competitive in the War for Talent by offering moredesirable—and pricier—offerings is increasingly overridingexpense reduction, according to the 2019 Lockton Benefits Survey.
For example, while giving workers the choice to enroll in richerhealth plans can raise costs, the vast majority (83 percent) of thesurvey respondents offer those within a wide selection of plans,and 76 percent include a traditional plan (PPO, HMO) option. Just13 percent are offering full-replacement high-deductible plans, bending to theneed to be competitive over reducing costs.
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Katie Kuehner-Hebert
Katie Kuehner-Hebert is a freelance writer based in Running Springs, Calif. She has more than three decades of journalism experience, with particular expertise in employee benefits and other human resource topics.
