"This effort should start with the strategic planning meeting and a deep dive into the demographics of your organization. Understanding the decisions your employees make allows you to design your benefits package with all the typical factors in mind like coverage, network and budget. It also allows you to consider how your benefits align with your organization's cultures and how you can make those benefits easier to communicate. Issues that confuse employees at open enrollment, like too many or too similar plan choices, will also dull the impact for potential hires."  MORE >>

"The average cost of employer-sponsored health care coverage in the U.S. is expected to increase by 9% in 2025 ... [surpassing] $16,000 per employee.... [T]his is 6.4% higher than the increase that employers experienced from 2023 to 2024.... [On] average the budgeted health-plan [cost] ... is $14,823 per employee in 2024."  MORE >>

"ICHRAs allow businesses to permanently separate their health insurance costs from the health status of their employees. And as more organizations empower their employees to buy coverage through the individual market, the larger the risk pool will grow. This in turn leads to more competitive pricing and better coverage as carriers are now developing ICHRA-specific plans."  MORE >>

"The new data shows a 3X increase in engagement leading to an additional 0.4 reduction in A1c (8.2 to 7.8) for members targeted with personalized health nudges (notifications that are sent to mobile or cellular connected devices) after being identified as at-risk for uncontrolled diabetes through artificial intelligence (AI). Additionally, diabetes members that received personalized next-best actions, powered by predictive modeling, in their weekly email were 50% more likely to engage with a health coach."  MORE >>

"Employers looking to enhance their leave programs will need to thoroughly evaluate vendor capabilities including compliance expertise, resources and support.... A generational analysis can help employers think strategically as they evaluate and consider expanding their paid time off programs, whether for caregiver leave, volunteer time, sabbatical or menopause leave.... Employers must understand if and how their leave vendors utilize AI. Vendors should provide details on their AI governance and compliance oversight."  MORE >>

"To help parents with child care needs, Shivaram first tried to build a new child care center nearby.... With all the capital and labor expenses, this child care center would have cost a whopping $45,000 per child per year. It was a nonstarter.... [T]o have enough kids to fill a new center, he would have had to get other businesses on board. No one seemed interested.... Shivaram couldn't even interest other companies in joining a consortium to support existing child care facilities. So, he was left to go it alone."  MORE >>

"Employers can boost women's engagement by addressing diverse health needs with tailored benefits, from fertility support to menopause care.... Comprehensive caregiving support and flexible work arrangements can reduce stress and increase job satisfaction among women."  MORE >>

"[If] your severance arrangement is in written form (including multiple employment contacts providing severance benefits) and involves employer discretion as to benefit amounts and employee eligibility, it is likely to be a 'plan' for ERISA purposes. That can be a major compliance problem only if your severance plan also is a 'pension plan' for ERISA purposes. Fortunately, there are hard and fast guidelines under [DOL] regulations that clearly outline how to structure a severance benefit arrangement so that it is not a pension plan."  MORE >>

"ERISA has largely succeeded in establishing a more reliable, pension and benefits system that applies uniformly across the country.... In recent years, significant legislation has further shaped the landscape of employer-sponsored health and welfare plans, reflecting ongoing efforts to enhance transparency and protect beneficiaries.... Ongoing legislative and regulatory efforts will be crucial in refining and modernizing ERISA to meet the evolving needs of today's workforce. The goal should be to maintain ERISA's foundational commitment to protecting employee benefits while remaining responsive to the changing demands of the benefits landscape."  MORE >>