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This year’s worldwide COVID-19 pandemic has further highlighted the reasons why employers should consider a self-insured strategy over a fully insured model.

HR professionals will have to expand their abilities and understanding to factor in unique needs and mindset going forward.

In a time with so much uncertainty and so many new challenges, employers must be thinking outside the box to keep employees happy — and DTC-inspired benefits are the easiest way to pack a big punch.

While recessions are almost impossible to predict, employers can plan for the financial impact caused by workforce adjustments that inevitably happen every year.

Employers can consider several alternatives to craft an open enrollment and benefits education and engagement strategy that addresses these issues.

The startup world is a perfect microcosm for these strange times — while the outlook may seem bleak, especially for startups counting on 2020 fundraising rounds, there are actually more opportunities for growth in a time of crisis than ever.

Now is the time to reimagine your enrollment process and ensure you have the tools in place to communicate your benefits clearly.

For most employers, just 1% of their members are driving 40% or more of pharmacy benefits costs.

The more we understand what our culture was, the more we can understand what is happening to our culture now as employers make decisions about returning to work.

To help manage the impact of increasing premiums on financial performance, employers have passed an increase in premium costs to their employees.