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A new report explores how employers balance the need to reduce costs with pressure to meet benefits expectations.

Following the sudden departure of its CEO, the health insurer is now facing an employee lawsuit, alleging UnitedHealth reduced its employer contributions to the 401(k) plan by more than $19 million by using forfeited funds from departing employees, an ERISA violation.

Under current law, employers may only use surplus pension assets for other benefits if they terminate the pension plan, but the American Benefits Council said their proposals would raise billions of dollars of revenue and be beneficial for employees, employers and taxpayers.

It’s time that employers recognize their role in the crisis of health care affordability. But will they stand idly by hoping for the problem to diminish on its own or will they be the solution to the problem?

When regulatory compliance is a top priority, employers can be confident that they’ve reduced business risks like extensive financial, legal and reputational risks, and employed a workforce that can be relied upon to help the company drive positive business results.

The multiple jobs trend is a reality in the current workforce and the shifts in how people live, work and create financial stability. Whether driven by necessity, motivation to live a certain lifestyle, or the desire for flexibility, traditional employment is evolving.

Interestingly, 70% of employees believe that return-to-office (RTO) mandates are being used as a deliberate strategy to encourage employees to quit.

Six in 10 millennials and Gen Z employees report relying on out-of-network care because of their remote work location.