Benefits Think

With more than 400 million health data breaches recorded since 2021, failure to protect plan participants from fraud may serve as fertile ground for class-action litigation.

Establishing a mindset of long-term employee wellness can help organizations see better results from benefits investments.

With raised fiduciary expectations, the health benefits market will move toward more transparent, level-fee structures and fiduciary-aligned advice.

An ability to clearly explain what changed, why it changed and what can realistically be influenced next is indispensable in the face of opacity.

Extended time between benefits sign-up and use, as well as overwhelming information, can render communication useless.

Full disclosure of administrative fees, rebates and spread pricing practices is essential to ensure PBM incentives align with a client's best interests.

A comprehensive look at the multiple health and financial advantages HSAs can offer, and how to make sure workers don't miss out.

AI integration into employee workflows needs to be well thought through and meaningful, or it will be feared and rejected.

Starting conversations earlier, educating consistently and helping employers believe they can influence employee healthcare represent a competitive leg up.

Connecting well-being, skills, manager training and trust improves workforce performance.