to ensure people can select the level of insurance coverage that fits their needs. Also, be sure to play up the triple tax advantage of an HSA for those who elect HDHPs.Do you think that offering a wider variety of benefits will cost more? Think again. Many employees selecteven if an employer contribution isn't part of the deal, because having a curated selection of benefits is a huge value-add — especially for those benefits that are hard to purchase on your own.
Too many employees enroll in benefits on auto-pilot. They check the same boxes year after year without stopping to think about how their lives may have changed. To prevent this, , versus defaulting to last year's benefits, and provide a checklist of questions to guide their choices — things like,"Did you have a baby this year?" or"Are you turning 55?"When it comes to compensation, many employees are laser-focused on salary.
When employees' health, financial, and lifestyle needs are met, everybody wins: Employees who are better protected are less distracted by stress in their personal lives and therefore more productive, while employers benefit from higher retention. The best way to help your employees choose and use the benefits that will make a real difference in their lives is by curating a broad set of benefits products and educating them on their choices, how plans work, and their value.
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