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By surveying employee preferences, leveraging tax-qualified accounts and exploring alternative funding, employers can offer valuable benefits while maintaining financial stability.

Leaders need to redefine work-life balance, leverage relationships, encourage mentorship, modernize EAPs, and share the load between employers and employees.

A steady erosion of employees' mental and physical health, as well as personal relationships, compromises productivity, absenteeism, presenteeism and retention.

Administrators that can make benefits more intuitive and accessible for members will see a positive difference in member engagement.

By steering patients to properly designed plans with the right incentives, employers can show those efforts have the best interest of health plan members in mind.

Core components of an effective benefits package include meaningful health and wellness programs, work-life balance initiatives and professional development.

Key strategies include seeding emergency savings to cover six months' worth of expenses with the help of a financial adviser and matching contributions.

FSA, HRA and HSA plan administrators must beware of companies that are misrepresenting which food and wellness expenses can be reimbursed.

Mounting pressure to manage the competing demands of school-related expenses and ensuring a family's long-term financial stability can lead to stress and anxiety.

Creating a work environment that makes this growing segment of the U.S. labor force feel valued and included will help lower turnover and burnish workplace culture.