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The following is an example of how HR strategy, ESG, and benefits are key to ensuring employees feel engaged and supported year-round.

With the rapid adoption of virtual care, benefits consultants and employers are able to provide a primary care solution to all group sizes, and help clients ensure their employees are receiving care when they need it.

With health care spending expected to increase 10% in the next three years, the case for reference-based pricing is growing, while employers with at least 100 employees should also be looking at self-funding.

Labor unions are currently in the midst of innovating the way health care benefits are negotiated, leading to better health outcomes while containing costs.

Creating a system for portable benefits is really quite simple - they are simply benefits attached to the individual employee, instead of the employer.

New research from Torch suggests that less obvious organizational barriers may be holding back DEI progress.

Companies that move to remote work can save $10,600 per employee per year, and smaller companies of 20 employees can save up to $200,000 by making this shift, while the rate of turnover is reduced.

In the past few years, we've seen increased attention on employee wellbeing and mental health — and for good reason. When the pandemic hit, many…