High inflation continues to shape the economic narrative of the nation. Now the Internal Revenue Service (IRS) has responded by unveiling significant modifications to the health savings account (HSA) and high-deductible health plan (HDHP) limits for the year 2024.
As the retirement crisis looms, experts are exploring innovative solutions to ensure a secure financial future for America's workforce. One such solution is a return to pension plans, which could provide the stability and affordability employers and employees seek
Recent data reveals a troubling trend: employee satisfaction with workplace benefits has reached its lowest point in a decade, falling to 61 percent in 2023 from 64 percent in 2022. As employers navigate a rapidly changing landscape marked by inflation, mental health challenges, and ongoing pandemic-related issues, employees are calling for more comprehensive support. Experts argue that a re-evaluation of employee benefits, grounded in data-driven insights, is necessary to address these concerns and bolster workplace satisfaction.
The burden of paying for healthcare benefits has grown substantially for many employers. As the average expense for employee healthcare is projected by the Society for Human Resources Management to increase by 6.5 percent in 2023, surpassing $13,800 per employee, businesses of all sizes struggle to balance their budgets while ensuring their workforce remains healthy and productive.
In 2020, the U.S. Congress passed the Families First Coronavirus Response Act in response to the COVID-19 pandemic. This act required states to maintain Medicaid coverage for most enrollees and barred disenrollment for Medicaid recipients during the public health emergency (PHE) to help ensure that individuals had health coverage during the pandemic.
In 2020, the U.S. Congress passed the Families First Coronavirus Response Act in response to the COVID-19 pandemic. This act required states to maintain Medicaid coverage for most enrollees and barred disenrollment for Medicaid recipients during the public health emergency (PHE) to help ensure that individuals had health coverage during the pandemic.
On March 20, President Joe Biden vetoed the US Senate’s vote to overturn the Environmental, Social, and Governance (ESG) rule, which allows retirement plan fiduciaries to consider ESG factors when selecting investments.
Employers across various industries face unprecedented challenges as they deal with the surge in employee absences caused by the simultaneous spread of COVID-19, flu, and respiratory syncytial virus (RSV).
President Joe Biden recently proposed a $325 billion federal paid family and medical leave program as part of his $6.8 trillion budget plan for the fiscal year 2024. Despite the president's push for extended family support and paid time off, the program's passage faces uncertainty due to anticipated opposition from Republican lawmakers.
The COVID-19 pandemic has had far-reaching effects on the world of work, including a rapid shift in employee benefits needs and preferences. Employers are now recognizing the importance of reconsidering their offerings to accommodate both onsite and remote employees.
