Benefits Think

Recognition, learning opportunities, and gathering employee feedback does not have to cost a lot. But they all require a commitment to intentionality and transparency.

By transferring healthcare purchasing power (and deductions) to the consumer, we’d see a swifter embrace of life-saving technologies, systems and data.

A solid strategy will spell out a detailed plan for deploying multiple mental or behavioral health solutions across a workforce, based on resources that have been — or will be — purchased by the organization.

Benefit brokers and advisers must help their clients think differently about staffing.

Now more than ever, employers need to be proactive before pandemic-fueled behaviors, like increased alcohol consumption, become long-term habits.

The challenging U.S. economy serves as a reminder that with the right advice, employers still have control over their employee healthcare costs.

Relocation is often listed as the third most stressful life change an individual or family encounters.

Employer clients must look beyond access and make tracking patient progress a top priority.

While there are slight variations in programs depending on whether they are focused on tobacco, alcohol or opioids, here’s an inside view of how they work and what the patient might experience.

When chronic conditions are not optimally managed, they can lead to more severe health issues like heart attack, stroke and organ failure.