In a report released last month, the Government Accountability Office estimated that about 10 million borrowers – more than one-quarter of the total – were behind on payments as of the end of January.

Only 20% of benefits leaders believe their employees are currently optimally engaged with their health benefits. How can we close this engagement gap?

Employers should consider the following 2024 updates to SECURE 2.0; the benefits will serve as a clear differentiator within an increasingly competitive and uncertain economy.

Eighty-five percent of companies either currently use or plan to implement HIPAA-compliant AI features in their consumer directed healthcare accounts.

Offering comprehensive, seamless obesity and digestive health support is the best way for employers to address rising costs of both conditions while maximizing their ROI on GLP-1 drugs.

Less than one-quarter of employees indicated they feel completely educated and trained on AI.

Sutter Health, a large hospital system in Northern California, allegedly charged 30% more than comparable hospitals after implementing anticompetitive contracting practices in the early 2000s.

Just like auto enrollment and the default selection of target-date funds, the adoption of auto portability was given a push by SECURE 2.0 and the upcoming Saver's Match Program will allow low-income workers to save even more for retirement.