Voluntary Benefits

According to the most recent survey on vision benefits from Transitions Optical, millennial and Gen Z employees are significantly less likely to enroll in or utilize a vision plan than their older peers.

Employee engagement in health and well-being programs is a challenging goal to the majority of plan sponsors. Breaking down the process into individual steps can help employers be more successful with their efforts.

The Transamerica Center for Health Studies, in collaboration with the Interdisciplinary Center for Healthy Workplaces, has created a new resource to help employers determine what type of wellness program is best for them.

The conference was packed with insights that I've boiled down to a list of my four big takeaways.

Because the voluntary-enrollment process involves helping people make good decisions in a short period of time, all of us involved in enrollment are becoming behavioral economists.

Based on what technology they have to offer, today's brokers can be broken down into three groups: automation leaders, Next Gen and analog consultants.

More employers view coverage of fertility treatment as a key benefit to attract and retain skilled workers.

Workplace injuries cost employers nearly $60 billion a year, and nearly three million on-the-job injuries occur each year. More than one-third of those injuries required time off from work in order to recover.