Health insurance exchanges became part of the employee benefits equation and were especially appealing for small businesses, because they provided tax advantages and did some of the heavy lifting associated with offering employee benefits.

Plus, they gave employees the option to purchase health care coverage that fits their needs and their budgets.

The placement of voluntary benefits such as critical illness and accident on these exchanges also showed how these benefits are becoming a more essential part of core benefit offerings.   

2.  Businesses turned to multiple strategies to control health care costs. 

Controlling costs is always a priority for businesses.

In fact, 49 percent say it's one of their top objectives (see The Aflac WorkForces Report, conducted by Research Now on behalf of Aflac), so it's no surprise that many continue to look for ways to rein in costs.

In 2015, 20 percent of small businesses expected to increase employees' share of premiums, and 17 percent expected to increase employees' copays (per the Kaiser/HRET survey of employer-sponsored health benefits, 2004-2014).

Some ways employers looked to save on health care expenses included high-deductible health plans, reductions in spousal coverage, outcome-based health care, and defined contribution benefits.

As high deductible health plans become the norm, it is imperative that benefits covering those gaps be offered alongside the health plan offering.

3. The popularity of online benefits enrollment continued to grow. 

Many businesses use face-to-face methods of benefits communication, which include workplace presentations and one-on-one sessions with benefits professionals.

However, trends show they are also using online enrollment methods more than ever before. 

While there's no substitute for the conversations employees have with benefits professionals, there are also benefits to streamlining the administration process.

Online enrollment can be more convenient for employees and also helps reduce errors that are prevalent with paper enrollment.  Still, there is also no replacement for providing employees with one-on-one benefits communication about their coverage and how to address any gaps. 

4. Rising out-of-pocket costs drove employees' needs for strong financial safety nets. 

Employees today have more benefits options, but many aren't prepared to absorb increasing out-of-pocket health care costs.

According to the Health Research Institute at PricewaterhouseCoopers, the average premium increase across all states in 2015 was expected to be 6 percent. Salary increases were only expected to hit 3 percent during the same time period. (See SHRM, "Base salary rise of 3% forecasted for 2015.")

The disparity is one explanation for the increasing popularity of voluntary insurance benefits, which provide workers with an extra layer of financial protection.

Unlike major medical insurance, voluntary policies pay cash benefits directly to policyholders who are sick or hurt, making them a good way for employers to offer broader benefits packages to their workforces.  

This article is for informational purposes only and is not intended as a solicitation.