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Here is a deeper look at five areas where automated employee benefits can reap rewards for employers and their workforce and where benefits advisors can help guide change.

The compensation employees receive is more than the number on their paycheck – 401(k) matching contributions, student loan repayment, employee stock purchase or employee discounts can add up to $10,000.

Next year, the new limits for health savings accounts and high-deductible health plans are a slight bump, following 2024's largest-ever increase to the amount employees can set aside in their accounts.

The Retirement Security Rule, finalized on April 23, is polarizing and is sure to face significant legal challenges (one lawsuit has already been filed), because the rule applies a new, heightened fiduciary duty to the insurance industry.

Younger workers are benefiting from auto enrollment by participating at higher rates than prior generations, while the Saver's Match program allows low-income workers to receive a match of up to $2,000 into their 401(k)s.

To be well-positioned for the possibility of a Department of Labor audit, plan sponsors need to watch out for common errors, which include late deposits of employee contributions into the plan, failure to implement employee deferral elections and failure to provide required notices.

This week, the Labor Department issued a proposed information collection request, seeking voluntary assistance of plan administrators in developing an online search tool to help workers gain access to lost retirement savings.

A win-win partnership between PEOs and advisors benefits both parties while empowering SMBs to navigate the complexities of HR with greater confidence and efficiency.