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There are multiple strategies benefits advisors and employers can deploy to address the physician gap and reduce downstream spend while delivering a better and more enjoyable employee experience.

The idea of retiring on $100,000 a year should get employees' attention and can be a good lead-in to financial wellness training sessions on two of the "building blocks" of retirement – Social Security and investing in 401(k)s.

By adopting an open, more flexible attitude, employers can ensure that hormonal health is prioritized in the workplace, and that hormonal-related issues are managed mindfully.

Employers who don't get on board are going to lose out on top talent and productivity gains.

Higher financing rates, shrinking inventory, and labor constraints pose significant hurdles.

Employees who feel a strong sense of belonging are seven times more likely to say they are productive at work.

Instead of jumping to GLP-1 drugs that can be costly, a step therapy approach guides patients by offering individualized care with behavioral changes, followed by mental health support and Gen 1 anti-obesity meds.

Sens. Elizabeth Warren and Mike Braun wrote a letter to HHS last week to investigate high drug prices – and any role played by health insurers' shared ownership with the pharmacies that often fill the prescriptions.