Best Practices

Self-funded plans allow employees to focus less on the distractions created by changes in benefits and focus on what matters.

While AI tools can improve efficiency in the hiring and onboarding process, they can also (unintentionally) pose issues for candidates and possible compliance risk to employers.

Separate physical and mental health systems can lead to fragmented care delivery, poor health outcomes, higher health care costs, and duplication of services.

Mental health benefits are not one-size-fits-all, so employers need to be proactive about the support they provide and continuously survey employees about the kind of support needed, say experts.

There is plenty of opportunity for employers to prove that they care with thoughtful and well-designed benefits to improve the lives of their employees.

We can both lower costs and improve patient outcomes by going back to the roots of primary care and leveraging technology to allow improved, more flexible access to patients.

Employers can help employees immensely by sharing trusted communications about student loan updates and upcoming deadlines.

Employers can play a role in guiding employees through the process of reporting health savings account (HSA) activities on their tax returns.