Offering mental health coverage is no longer optional. But offering coverage that goes unused, unmentioned, or misunderstood? That’s no better than offering nothing at all. When employees know support is available and how to use it, they’ll show up stronger, more focused, and more likely to stick around.
Explore why dental and vision benefits are no longer optional—and how smart employers use them to boost retention, reduce absences, and support everyday health.
The world of employee benefits is littered with acronyms, jargon, and unfamiliar concepts—especially for companies new to offering benefits. This guide can help you get to know the language so you can be more confident in your role.
Offering mental health coverage is no longer optional. But offering coverage that goes unused, unmentioned, or misunderstood? That’s no better than offering nothing at all. When employees know support is available and how to use it, they’ll show up stronger, more focused, and more likely to stick around.
Explore why dental and vision benefits are no longer optional—and how smart employers use them to boost retention, reduce absences, and support everyday health.
The world of employee benefits is littered with acronyms, jargon, and unfamiliar concepts—especially for companies new to offering benefits. This guide can help you get to know the language so you can be more confident in your role.
Whether you’re an individual looking for tax savings, a self-employed professional exploring flexible benefits, or an employer seeking sustainable options for your team, understanding HSAs can unlock major value.
In today’s hiring market, companies are doing everything they can to stand out. But the secret to attracting and keeping great employees may not be flashy perks or trendy office spaces — it’s your benefits package, and more importantly, the choices you offer within it.
The IRS decision to lower employer shared responsibility penalties in 2025 is a rare move. However, it comes alongside increased penalties for missed reporting deadlines. Take this opportunity to optimize your benefits strategy and make sure you are avoiding the penalties altogether.
Between navigating compliance regulations, processing claims, and designing cost-effective plans, employee benefits can feel overwhelming, especially as healthcare continues to evolve. That’s where third-party benefits administrators (TPAs) step in.
With healthcare costs rising every year, employers are seeking innovative ways to provide benefits that strike a balance between affordability and quality care. Could health share plans be the solution that businesses need?
Offering a High-Deductible Health Plan (HDHP) with a Health Savings Account (HSA) is a powerful way to support your employees’ financial and health goals. With the 2025 updates to HSA contribution limits, there are new opportunities to enhance these benefits while maximizing tax advantages.
