1.) Cost-shifting

The move toward employers shifting more health care costs on to employees is helping drive voluntary benefits sales according to MetLife. Plus, there is a trend toward an increased use of third-party benefit platforms for enrollment and administration.

 2.) Health care reform

Health care reform, coupled with rising costs, has employers of all sizes concerned. According to a Colonial Life survey, employers are taking three concrete actions to deal with this double whammy:

* 51% are increasing their health insurance premiums.

* 48% are increasing employees' health insurance deductibles or co-pays.

* 49% are adding voluntary benefits.

With regard to voluntary benefits, growth has been bigger than the past, according to Colonial Life. That is confirmation that voluntary benefits are continuing to be an increasingly important component of employee benefit programs.

3.) Communication, education and technology

One of the primary changes to the voluntary benefits landscape is the move toward more electronic communication. That's important to voluntary benefits, because how well those benefits are communicated will determine how employees will participate in the plan according to ING.

In addition, the importance of multicultural and multilingual communications will rise. If you're going to be communicating these voluntary benefits electronically through technology, you have to make sure employees of all cultures and languages have the opportunity to make choices about their benefits.

Communicating to different demographics within the organization is also an emerging trend. Circumstances are shifting; it's important for providers and brokers to keep their employer-clients up-to-date on the needs of an evolving workforce. With a diverse workforce comes diverse needs regarding   protection and planning products.

4.) Products

Products that have not traditionally been headliners – critical illness and accident insurance, for example – are becoming more important, according to AlwaysCare Benefits. Products like critical illness, hospital indemnity insurance, accident insurance – you're seeing some evolution in that area and some bundling of those products to supplement the changes now taking place in the health care arena. And, while disability and supplemental life insurance remain the foundation of voluntary plans, employers and employees are seeing an increased need for these specialty products like critical illness with some good growth there.

According to AIS Health, a few large, self-insured employers, such as Pitney Bowes, have successfully used value-based benefit designs (VBD) to reduce coverage costs and improve employee health. Although health insurers are focusing greater attention on value-based design plans, few of them have made VBD plans available to small employers. Health plans don't yet seem comfortable with doing this for their fully insured book…because frankly it hits their bottom line pretty dramatically on an initial basis. UnitedHealth reports that its VBD programs, which are designed for large employers, are proving to be effective. One program focuses on helping members manage a chronic illness, while another targets pharmacy adherence, and a third uses rewards and financial incentives to encourage healthy behaviors.

Additionally, with the shift toward Health Exchanges coming in 2014, more states are getting on the band wagon. Employers must keep a close eye on the ever changing mood of state legislators, the political climate, and potential disruption this year by the US Supreme Court concerning PPACA. Regardless of the outcome of that case, the movement toward the concept of both public and private health care exchanges is in place and is accelerating. Plus, the Feds are rolling out one of their own.

Due to the constant increase in the cost of health care, especially major medical insurance, businesses are looking at the bottom line when coverage for employees is being considered—particularly in the small group market. Ancillary benefits like dental, vision, and other health related services are being jettisoned as a paid expense and moved toward the voluntary benefits side of the health care equation in a bigger way each year.

Employers are able to use pre-tax dollars (FSA/HSA/HRA) to help workers soften the blow, and the shift toward high deductible health plans continues to increase as well. Adding limited medical benefit indemnity plans in the mix has been a growing trend, as those typically cost less than standard PPO plans, and are used more for part time workers, lower wage earners, and small businesses. Even throwing a discount plan in for good measure as a supplemental option helps to reduce the overall costs. When employees have more choices, they are given the freedom to make decisions that not only allow them to personalize their health plan, but they are able to save money. As a result, businesses save money and are able to recruit and retain employees who are happier and more productive. Everyone wins.

Consider this: Health care has changed, and keeps evolving. That's a given. Costs continue to increase, and that will not change. No surprise that to survive in the business world, you must adapt to an ever changing environment. When you provide hope, people look to your leadership. Make the right choices