Employee Participation

Proactively addressing workplace mental health can position organizations as leaders in employee wellbeing.

Employers can have a significant impact on the wellness of their workforce by offering real-time guidance for their employees’ real-life needs.

Weeks after the Department of Labor rescinded its crypto guidance warning for 401(k) plans, four Senators sent a letter to Labor Secretary Lori Chavez-DeRemer, urging her to reinstate that guidance “to ensure retirement security for millions of hardworking Americans.” 

That’s one year sooner than previously forecast, according to the just-released Social Security Administration’s annual Social Security and Medicare Trustees Reports, which urge lawmakers to “quickly enact legislation to make the necessary adjustments.”

Not only should employers offer lifetime income, workers feel it is an employers’ responsibility to do so, which represents a dramatic increase in interest in guaranteed lifetime income, according to new research from Nuveen and TIAA Institute.

Employees are feeling increasingly pessimistic about the country, their job and their financial situation.

Employer spending on employees with GI disorders can range from $14,000 annually for chronic functional GI conditions to more than $62,000 for those with Crohn’s disease.

To meet employees where they are, organizations should offer traditional and voluntary benefits targeted at generational needs.