Benefits Think

Injury and illness rates can be reduced with a greater focus on a workforce's well-being.

They can be a more tax-effective way to save for retirement than an IRA for those who are able to max out contributions and pay for medical expenses with other funds.

Health plan sponsors must know the direct and indirect compensation paid to benefit brokers, consultants and medical and prescription drug claims administrators.

Looking closely at candidates with different educational and cultural backgrounds can be an advantage to a business.

Benefit brokers and advisers play a key role in bridging the gap between leadership intentions and implementing health and well-being cultures in the workplace.

Help employees save money by educating them on contributions and eligible items for their health savings accounts.

Complex and rare diseases cost three to five times more than chronic conditions — a staggering employer cost that will reach trillions by 2030.

Having a point of contact for employee well-being can manage and promote resources and track success.

Advisers can do a better job of helping clients understand how to be there during difficult transitions and ensure their employees are appropriately covered.

Employees need ongoing support throughout their parenting and caregiving journeys to remain healthy in and out of work.