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Benefits such as emergency savings accounts and student loan repayment are each offered in only about 5-10% of companies today, however, the new legislation paves the way for real progress to increase savings for more workers.

By embracing flexibility, fostering inclusivity, supporting mental health, and offering growth opportunities, HR leaders can navigate these changes effectively.

Of the $3 trillion spent each year on health care in the U.S., 10% to 30% consists of so-called "low-value care" – when doctors order unnecessary X-rays, EKGs, lab tests and antibiotics, according to multiple estimates.

More than one-third of companies are disclosing individual pay ranges to employees, and an even larger number (46%) are planning or considering doing so in the future.

Employees give high marks overall to their voluntary benefits enrollments, but employers and theier benefits advisors may be missing opportunities to increase satisfaction and participation.

Employers are feeling the pressure, wanting to provide meaningful benefits but also needing to ensure they are cost-effective and adding value.

As a benefits professional, you know the toughest part of the sales process can be getting in front of the decision maker. Yes, a country club membership costs money, but it gets you in front of the right people.

Joint research between J.P. Morgan and the Employee Benefit Research Institute uncovers new connections between financial wellness and retirement readiness – and new solutions for plan sponsors.