Benefits Think

Providing student loan assistance has rapidly gained traction as an employee benefit because it’s often a win-win for employers and employees.

What will happen when patients finally feel comfortable returning to their healthcare providers’ offices? One survey projects a possible 5.3% increase in health plan costs for large employers in 2021.

With so much stigma surrounding mental health issues in the workplace, managers and colleagues are often afraid of asking how someone is doing. Yet, noticing small warning signs and checking in with the employee shows caring and concern.

The rule permitting a plan sponsor to allow qualified individuals to delay their loan payments that may generate the most lasting impact for plan sponsors.

The pandemic has highlighted several key lessons employers need to consider when it comes to retirement.

Even as we overcome COVID-19, the rise of mental health conditions and non-communicable diseases is reshaping households, companies and countries.

Although it shows promise for reducing unnecessary healthcare spending and costs, and for improving decision making without adverse effects on clinical outcomes, shared decision making adoption has not been widespread.

It is critically important that leaders recognize and find creative ways to overcome the not-so-virtual burnout to engage effectively with colleagues and customers, while also remaining productive.

Employees are more likely to remain with their current employer if they offer a student loan benefit.

During times of social change, there is the potential for people to be exposed to events that register in a person’s brain and body as trauma. The negative affects can accumulate and have an impact on a person's work and well-being.