Employee Benefits Modernization

People don’t leave companies. They leave where they don’t FEEL seen. 👇 Your employees don’t hate the perks — they just weren’t built for them. Here’s how to find out what they actually want: 1️⃣ Ask. Don’t assume. ↳ Pulse surveys and open forums beat HR guessing games. 2️⃣ Segment by life stage, not generation. ↳ A new parent ≠ a recent grad — even if they’re the same age. 3️⃣ Include every role — especially frontline. ↳ If your data reflects only desk jobs, you’re missing real needs. 4️⃣ Keep it short (3–5 questions). ↳ If it takes longer than a minute, it’s too long. 5️⃣ Use examples, not just blank boxes. ↳ Give a list and room for ideas. 6️⃣ Pilot before scaling. ↳ Small test groups = big insights. 7️⃣ Track usage, not just survey data. ↳ Behavior shows value more than words do. 8️⃣ Make feedback year-round. ↳ Don’t wait for open enrollment to listen. 9️⃣ Remove friction. ↳ Confusing = unused. Simplicity wins. 🔟 Design for equity. ↳ The most “popular” benefit isn’t always the most needed. ❓ What’s one benefit you wish your company offered today? ♻️ Repost if this made you rethink perks. 👋 I write posts like this every day at 9:30am EST. Follow me (Dr. Chris Mullen) so you don't miss the next one.

My latest from Forbes: Empowering Employers to Enhance Health Care Quality Employers hold immense potential to drive quality improvements in health care, which is vital for the well-being of their employees. With nearly half of Americans depending on employer-sponsored coverage, the responsibility to provide accessible, high-quality health benefits has never been more important. Yes, employers face challenges in pushing for quality and scaling innovations that can help. Currently, only 21% of commercial insurance payments incentivize improvements in health outcomes, a stark contrast to 43% in Medicare Advantage. This gap not only affects costs but also directly impacts the care and support our workers receive. Most employers are focused on their core business, not driving innovation in their benefits. To support increased employer focus on quality, Morgan Health, in partnership with JPMorgan Chase benefits, has established a roadmap that empowers employers to effectively measure and enhance health care quality through five key steps. A link to the Forbes piece is in the comments! 1. Identify Today’s Improvement Opportunities: Understanding the current health status of your employee population helps identify gaps in care quality. For instance, high levels of A1c among certain groups may lead to targeted goals to reduce diabetes prevalence. 2. Select Measures Based on Your Quality Goals: Determine what matters most for your workforce’s health. This could include reducing hospitalizations, enhancing access to preventive care, or improving provider satisfaction scores to ensure that employees are engaged in their health. 3. Determine Measure Baselines and Set Targets: Utilize national benchmarks, like those from NCQA Quality Compass, to establish baselines for key health indicators. This can guide you in measuring improvements against evidence-based expectations. 4. Establish Performance Payments that Incentivize Improvement: Align payment structures with quality improvement goals. Discuss and agree on fees-at-risk for performance targets to ensure accountability from health plans, providers, and vendors. 5. Document the Timeline and Process for Measuring Quality: Clearly outline how baselines are set and how results will be calculated. This not only promotes transparency but also helps in aligning all parties involved in the contract, especially when mitigating risks. Together, we can ensure that employers are equipped to foster a healthier workforce. Improving health care quality is not just beneficial—it’s essential for the health and happiness of our workers. Let's make quality care a priority! #HealthCare #QualityImprovement #EmployeeWellbeing #MorganHealth

It doesn't matter how amazing your benefits package if your team doesn't use it. I've learned that what I value might not be the same as what my team values. As I shared on Episode 136 of "Build to Enough," at Little Fish, I've implemented unique benefits that make my employees feel valued while also recognizing that they are human. For example, I offer "Sick and Sad Days"—time off that isn't counted against anyone if they're sick or just can't do it that day. I wanted to ensure they have room to take time off when they aren't at their best. We also close for five weeks out of the year: one week during spring break for tax season, one week at the end of summer, and two weeks at the end of the year. These breaks are automatically built in and fully paid for everyone. We offer flexible work hours with some overlapping core hours, but they can work at a time that suits them best. Plus, we have an annual all-expenses-paid company retreat, a 401k match, and internet reimbursement. Now, I didn't start with all of this. Bit by bit, I figured out what made the most sense for the business and what the team actually wanted. If you're looking to develop a benefits package that truly supports your team, here are some steps to consider: 1. Assess your team's wants and needs - Ask them what they value and what perks would make a difference in their lives. 2. Prioritize core benefits - Focus on essentials like PTO, health benefits, and retirement plans, but don't forget to explore other perks. 3. Research your options - There are many health and retirement plans available for small teams. Do your homework to see what will work best for your team (and your budget 😉 ). 4. Consider supplemental benefits - Look for inexpensive perks that have a significant impact, like flexible hours or remote work options. 5. Maximize your budget - Allocate a specific amount for benefits and make the most of it. Seek group buying opportunities and tiered benefits to offer more without overspending. 6. Review and adjust regularly - Benefits aren't a set-it-and-forget-it deal. As your team evolves, so should your benefits package. Creating a benefits offering that truly supports your team not only helps retain your current employees but also makes your company a place where people want to work.

𝗗𝗲𝗮𝗿 𝗖𝗘𝗢: 𝗪𝗮𝗻𝘁 𝗮 𝗕𝗲𝘁𝘁𝗲𝗿 𝗘𝗺𝗽𝗹𝗼𝘆𝗲𝗲 𝗛𝗲𝗮𝗹𝘁𝗵 𝗣𝗹𝗮𝗻? Here's an idea... rewire the incentives. Who currently makes more $ when your health plan costs rise? Your benefits broker Your insurance carrier Your claims administrator Your pharmacy benefit manager Who's financially indifferent when your health plan costs rise? Your internal benefits decision makers (HR, benefits leader, CFO, etc.) Want lower health plan costs? Create a financial incentive for your internal decision makers and challenge them to go get it. For every $ in savings, you'll give them X%. Make it meaningful. What have you got to lose? And how do you guard against reduced quality in the health plan? Poll your health plan members to set a baseline. I'd use Net Promoter Score (look it up). To be eligible for the bonus, your health plan leaders must maintain or improve the NPS (or whatever quality score/tool you're using). Put this in place and watch what happens. I'll bet you won't ever see another double-digit cost increase again. And your benefit plan will become the recruiting and retention tool it was always meant to be.

The Future of Work is Brighter Than We Think After a bit of a rant yesterday, I wanted to brighten the feed this morning. The work world is showing signs of evolving for the better as some companies are stepping up in tangible ways to make work more human, sustainable, and rewarding. I touched on a couple of these in my 2025 trends report video series, pulling from Top Employers Institute research. But putting the initiative as the headline makes this hit different. Here are five reasons to feel excited about the potential of what’s ahead: 💰 1. Salary Increases as Employees Near Retirement – Saint-Gobain India Imagine getting a raise when you’re close to retiring. Saint-Gobain India is actually doing this by boosting salaries 50% at age 55 and 100% at 60 so employees can retire with dignity. More money, more security, and more time to mentor the next generation. Now, that’s a retirement plan worth celebrating. 👵 2. Grandparent Leave & Digital Upskilling for Older Employees – MBH Bank Hungary Caregiving doesn’t stop at parenting, nor does making the most of some of the most important moments in our lives. MBH Bank Hungary is recognizing the needs of workers over 60 with grandparent leave, preventative healthcare, and even digital upskilling to keep them thriving in a modern workplace. What a fantastic example of long-term care for the employees that make your company tick while keeping those with the most experience and perspective in a happy and healthy place at work and home. 🔄 3. Employee Alumni Networks Keep Careers Connected – GEP India Leaving a company shouldn’t mean cutting ties, and a happy parting of ways is always best. GEP India’s 1,400+ member alumni network fosters ongoing professional connections, offering hiring referrals, mentorship, and events. Because a great workplace isn’t just a job—it has the chance to be a lifelong community. 🏪 4. Grocery Store Employees Fought for Their CEO—And Won – Market Basket Talk about loyalty: In 2014, employees boycotted their own employer for weeks to bring back a beloved CEO who emphasized personal connections and prioritizing people over profits. This deep respect and concern for the company’s future motivated the collective action to reinstate him. A decade later, Market Basket proves that when workers are valued at every level, they return the favor with unmatched dedication and trust. 🤖 5. AI Helps Identify and Reward Great Leaders – HCL Tech AI isn’t just about automation—it’s about appreciation. HCL Tech’s iValue platform allows employees to recognize and celebrate their managers for being supportive, empowering, and purpose-driven. Because leadership isn’t just about KPIs—it’s about people. The future of work, in some amazing instances, isn't just happening, it's being carefully designed. Companies that prioritize people, purpose, and progress are the ones that will thrive. What other feel-good stories like this might you know of?

73% of your employee benefits budget? Wasted. Not because the offerings aren’t good. But, employees are too overwhelmed to use them. Here’s what I’ve learned after working with mid-size companies: 🚨 Burnt-out employees don’t read benefits guides. 🚨 Stressed teams don’t search for EAP support. 🚨 Overloaded managers don’t talk about well-being. So, we flipped the script. Instead of expecting employees to engage, we made it easy: ✅ 3-click benefits activation ✅ “Life event” triggers for real-time awareness ✅ Manager & champion training to spark conversations The results? → Increase in benefits engagement → Drop in chronic health claims → Boost in performance → Average savings in healthcare costs HR leaders, it's time to stop playing defense on benefits engagement. The strategy is simple: make well-being effortless. Just have to have a personalized strategy in place.

Employers, you're leaving money on the table if you’re not investing in *family friendly benefits* and *people development*. Here's the data to show it: At Top Employers Institute, we do an annual analysis of which HR practices most correlate to business outcomes that CEOs and shareholders care about. Why? To build a better world of work for people that aligns with organizational goals. We survey the HR teams across 2,400+ Top Employers on the practices they do consistently (and inconsistently), our HR audit team validates the results and looks for evidence that they *actually* do what they say they do. We standardize this around the world across 300+ HR best practices and found that under-investing in these 2 areas is going to cost you: #1 Investing in family friendly benefits: *HR Practice: Family Friendly Benefit of Special Leave for Parents ^ Only 65.6% of Top Employers do it consistently but those that do have 13% lower turnover, 11% higher internal promotion rates, 19% higher employee engagement, 8% higher revenue growth, and 9% higher profit growth compared to those that don’t. *HR Practice: Family Friendly Benefits of Employer Contribution for Childcare ^ Only 43.5% of employers do it consistently, but those that do have 13% lower turnover, 13% higher internal promotion rates, 12% higher employee engagement, 12% higher revenue growth, and 7% higher profit growth compared to those that don’t. #2 Investing in people development: *HR Practice: Offering Mentoring or Coaching to Employees for Career Development & Skill Gain ^ Only 66.3% of Top Employers do it consistently. Those that do have 15% lower turnover rates, 9% higher internal promotion rates, 21% higher employee engagement rates, 7% higher profit growth. *HR Practice: Maintaining Team member development KPIs for managers. ^ Only 56.4% of Top Employers do it consistently but those that do have 12% higher internal promotion rates, 18% higher employee engagement, 9% higher rev growth, and 9% higher profit growth. Thinking about your own benefits or development, what’s the number one thing you wish your employer was investing in more? Drop your thoughts in the comments below.

As an HR leader overseeing your company's group health insurance plan, the One Big Beautiful Bill Act (“OBBBA”) was signed into law on July 4, 2025, and there are several important updates that can directly impact your benefits strategy, plan design, and employee communications. Here’s what you need to know:   1. 𝐇𝐒𝐀 & 𝐇𝐃𝐇𝐏 𝐂𝐡𝐚𝐧𝐠𝐞𝐬: 𝐏𝐞𝐫𝐦𝐚𝐧𝐞𝐧𝐭 𝐓𝐞𝐥𝐞𝐡𝐞𝐚𝐥𝐭𝐡 𝐂𝐨𝐯𝐞𝐫𝐚𝐠𝐞 𝐅𝐥𝐞𝐱𝐢𝐛𝐢𝐥𝐢𝐭𝐲   What Changed? High-Deductible Health Plans (HDHPs) can now cover telehealth services BEFORE the deductible is met, and WITHOUT cost sharing. This also means HDHPs can cover telehealth below the fair market value price (free or reduced cost).    This change is retroactive to plan years beginning on or after December 31, 2024 (keep in mind that this was already allowed for months in calendar year 2025 that were part of an employer’s 2024 plan year).   𝐃𝐢𝐫𝐞𝐜𝐭 𝐏𝐫𝐢𝐦𝐚𝐫𝐲 𝐂𝐚𝐫𝐞 ("𝐃𝐏𝐂") 𝐀𝐫𝐫𝐚𝐧𝐠𝐞𝐦𝐞𝐧𝐭𝐬    HSA Compatibility: DPC service fees (up to $150/month for individuals, $300/month for families) are now HSA-compatible for those enrolled in qualified HDHPs, effective 1/1/2026. Medical Expense Eligibility: DPC fees are now considered reimbursable medical expenses for HSAs starting 1/1/2026.   DPCs cover only primary care services (not including procedures with general anesthesia, most prescriptions, or specialty lab work). This change allows you to consider DPC as a supplemental benefit, knowing it won’t affect HSA eligibility for your employees.   𝐁𝐫𝐨𝐧𝐳𝐞 𝐚𝐧𝐝 𝐂𝐚𝐭𝐚𝐬𝐭𝐫𝐨𝐩𝐡𝐢𝐜 𝐄𝐱𝐜𝐡𝐚𝐧𝐠𝐞 𝐏𝐥𝐚𝐧𝐬   HSA Compatibility: When purchased on the exchange, plans are now considered HSA-compatible effective 1/1/2026.   2. 𝐃𝐞𝐩𝐞𝐧𝐝𝐞𝐧𝐭 𝐂𝐚𝐫𝐞 𝐅𝐒𝐀 (𝐃𝐂𝐀𝐏/𝐃𝐂𝐅𝐒𝐀) 𝐔𝐩𝐝𝐚𝐭𝐞𝐬: 𝐈𝐧𝐜𝐫𝐞𝐚𝐬𝐞𝐝 𝐂𝐨𝐧𝐭𝐫𝐢𝐛𝐮𝐭𝐢𝐨𝐧 𝐋𝐢𝐦𝐢𝐭𝐬   What Changed? The annual contribution limit rises to $7,500 (or $3,750 for married filing separately), effective 1/1/2026.   3. 𝐖𝐡𝐚𝐭 𝐃𝐢𝐝𝐧’𝐭 𝐌𝐚𝐤𝐞 𝐭𝐡𝐞 𝐅𝐢𝐧𝐚𝐥 𝐋𝐚𝐰? Some provisions from previous versions (such as #ICHRA flexibility) were removed before final bill. If you were tracking these, focus only on the changes above for compliance and planning.   𝐀𝐜𝐭𝐢𝐨𝐧 𝐒𝐭𝐞𝐩𝐬 𝐟𝐨𝐫 𝐇𝐑: 1) Review and update plan docs for the new rules and limits   2) Communicate changes clearly and the benefit for the employees   3) Work with your employee benefit broker, TPAs, and payroll/ #HRIS providers to implement these updates proactively. Getting proactive ensures your benefits program remains compliant, competitive, and aligns to employee needs.   4) Monitor for official guidance and updates from your broker and regulatory agencies   There is more to this, so please message me for any questions I can help with as an employee benefits consultant while you're doing your mid-year strategy meetings for 2026. #OneBigBeautifulBillAct #HealthInsurance #EmployeeBenefits #Compliance #HSA #Humanresources #telehealth  

I’ve been ringing the alarm bells on this for years: Self-funded employers are hiring third party administrator to negotiate on their behalf… with THEMSELVES. Welcome to the future of healthcare, where insurers don’t just process claims—they own the doctors, the clinics, the pharmacies, the PBMs. They negotiate rates with their own subsidiaries, then pass the bill to employers and workers as if it's all above board. The Q1 earnings: ▪️ Cigna Healthcare's Evernorth Health Services (which includes Express Scripts Pharmacy Benefit Services) made up 77.9% of Cigna’s adjusted income from operations. ▪️ UnitedHealth Group’s Optum brought in 42.7% of UHG’s total operating earnings. Elevance Health’s Carelon grew its operating gain 37.5%, while insurance revenue declined. Humana's CenterWell clinics saw income from operations spike 39%—with insurance still footing most of the bill. This isn’t innovation. It’s consolidation disguised as coordination. And it’s creating a closed-loop ecosystem where price, access, and reimbursement are dictated by the same hand—just wearing different gloves. Oh, and they are using your money. 160 million Americans are in employer-sponsored health plans. If you think you’re paying a fair price because your “carrier negotiated a discount,” think again. Why don't you try sending these questions to your carrier (if they are named above): ▪️ What portion of our total claims spend in the past 12 months went to providers, clinics, or pharmacies owned—directly or indirectly—by your parent company or any of its affiliates (e.g., Optum, Carelon, Evernorth, CenterWell)? ▪️ Of the top 25 provider payees under our plan, how many are owned or affiliated with your organization? Please list them with total paid amounts. ▪️ What methodology was used to determine reimbursement rates for these affiliated providers? Are those rates benchmarked against Medicare or any transparent, third-party source? ▪️ Do you apply the same discounts and network access fees to claims paid to your owned providers as you do for independent ones? If different, please explain. ▪️ Have any carve-out arrangements, capitation, or bundled payments been made to affiliated providers? If so, what reconciliation or audit rights do we have? ▪️ Does your organization (or affiliate) retain any portion of provider payments (e.g., administrative holdbacks, spread pricing, shared savings) when reimbursing its own subsidiaries? ▪️ Are there any internal transfer pricing or intercompany accounting arrangements between your insurance and provider divisions that affect how costs are allocated to our plan? ▪️ Can you provide a complete list of all provider and pharmacy entities your company owns or has a financial interest in that may be reimbursed under our plan? https://lnkd.in/eTz6bGMP

What Happened in DC Will Impact Employee Benefits. The One Big Beautiful Bill Act is now law and it's bringing significant changes to how employees can use HSAs, dependent care accounts, and telehealth services. Here's what every organization needs to know for 2026 planning: ➡️ Telehealth Gets a Permanent Boost: High-deductible health plans (HDHPs) can now permanently offer first-dollar telehealth coverage without jeopardizing HSA eligibility. 💡What this means: Your employees can use telehealth services before meeting their deductible while still contributing to their HSA. This eliminates the previous temporary COVID-era exceptions and makes virtual care a permanent, accessible benefit. ➡️ Dependent Care FSA Limit Increase: Beginning January 1, 2026, the maximum annual Dependent Care FSA contribution rises from $5,000 to $7,500 per household. 💡What this means: Families can set aside an additional $2,500 in pre-tax dollars for childcare, eldercare, and dependent care expenses. For a family in the 22% tax bracket, that's over $500 in annual tax savings. ➡️ Direct Primary Care Becomes HSA-Compatible: Effective in 2026, direct primary care arrangements will no longer disqualify employees from contributing to HSAs. 💡What this means: Employees can pay a monthly fee for unlimited access to primary care services (think concierge-style medicine) while still maximizing HSA contributions. This creates new opportunities for innovative, cost-effective care partnerships. As Benefit & HR leaders, now is the time to: ☑️ Educate internal stakeholders on compliance requirements and cost implications. ☑️ Audit and update plan documents to reflect new telehealth and Dependent Care FSA provisions. ☑️ Prepare clear, timely employee communication strategies for the 2026 enrollment period. I'll be sharing more implementation strategies in the weeks ahead. If you're already planning your 2026 benefits roadmap, these are the updates to prioritize.