Small businesses don’t have to accept rising premiums as the cost of offering benefits. Health insurance alternatives are giving employers a smarter, more sustainable way to support their teams.
Renewal season rarely waits for a quiet calendar. As projects stack up, so do the questions. What do our people need most? Where are we paying too much? Mercer projects a 6.5 percent increase in employer health benefit costs in 2026 , which can make open enrollment feel daunting.
Even a thoughtful benefits program will not reach its full potential unless employees understand it. Clear, thoughtful communication is necessary.
See why supplemental health insurance is a smart move for employers—filling gaps, easing stress, and strengthening your benefits strategy.
After a brief and unexpected dip in 2025, the IRS is once again raising the Employer Shared Responsibility Payment (ESRP) penalties in 2026.
With the 2026 updates to HSA contribution limits and HDHP requirements, there are new opportunities to enhance these benefits while maximizing
Designing a comprehensive benefits plan can feel overwhelming. A strong plan simply answers one question: How can we best support our employees’ health while protecting the business?
Between rising costs, complex regulations, and endless questions from employees, many businesses are stuck in survival mode.
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.