A communication gap about benefits continues to trip up workers. According to a recent white paper, just 10 percent of employers believe workers understand their health plans. 

Thanks to a tightened job market, a number of employers are ramping up benefits in an effort to recruit and retain talent. However, not every employee benefit out there has been there on the rise and a number of offerings have declined in prevalence over the last few years.

A growing number of companies are starting to help employees saddled with college debt, by offering student loan repayment assistance. These programs typically work like 401(k) retirement plans where the employer will match the employee’s payment toward the loan up to a certain limit. One of the pioneers in this area has been Aetna, which began offering this benefit at the start of 2017.

Changing deeply ingrained behaviors requires persistent nudging and smart design. It takes effort, but by leveraging the following best practices, employers can successfully drive enrollment into high-value health plans.

About two-thirds of the estimated 74 million U.S. baby boomers are working past traditional retirement ages for a variety of reasons. Some feel they can’t afford to retire, particularly with the looming high costs of health care; others may choose to work longer to keep their brains active or because they fear the adjustment to a less structured lifestyle.

HR Morning
While many companies are eliminating cube walls in an attempt to foster more collaboration between employees, a recent study shows this could be achieving the opposite effect. 

HR Morning
HR pros know how important it is to help employees avoid stress and burnout, and a lot of companies are doing their best to tackle this issue. But despite some employers’ best efforts, workers are still wanting more.