Health Insurance • 05/09/2026 Health costs cross 18,500 dollars per employee: designing 2027 plans when half of employers are shifting cost How to design 2027 health plans as costs pass 18,500 dollars per employee, without blunt cost shifting that fuels turnover. Practical levers, timing and communication.
Compensation Policies • 04/09/2026 Cost-shifting is a strategy, not a spreadsheet: what raising deductibles really says to your workforce How a benefits cost shifting strategy reshapes pay, risk and retention. Why raising deductibles hits your most fragile talent and what CHROs should do instead.
Retirement Plans • 04/09/2026 Mandatory Roth catch-up arrives for high earners: the 2026 rule your payroll cannot ignore Mandatory Roth catch-up rules now force high earners’ 401(k) catch-ups into Roth. Learn who is affected, payroll and plan changes, and how to communicate it.
Flexible Benefits • 11/08/2026 The 90-day OE countdown: vendor decisions and plan design changes to lock in before September Learn how to run a 90-day open enrollment preparation timeline, from July strategy and vendor RFPs to flexible benefits, mental health parity documentation and final operational readiness checks.
Paid Time Off • 07/08/2026 Strategic leave management for modern paid time off programs Learn how strategic leave management turns paid time off into a core workforce benefit, improves compliance with FMLA and state leave laws, and strengthens compensation, culture, and financial planning. by Jean-Paul Dubois-Maier
Paid Time Off • 07/08/2026 Strategic leave management for modern paid time off programs Learn how modern leave management turns paid time off into a strategic advantage, from PTO policy design and FMLA compliance to integrated software, real-time tracking and employee experience. by Jackson Gonzalez
Wellness Programs • 08/08/2026 Wellbeing benefits beyond the EAP: measuring what employees actually use and what moves the needle How to measure employee wellbeing benefits beyond EAP usage, link wellbeing to ROI, and decide which wellness programs to scale or sunset.
Paid Time Off • 31/07/2026 What is VTO and how does volunteer time off reshape paid time policies Learn whats VTO (volunteer time off), how it differs from PTO, and how well designed VTO policies support employee engagement, retention, and employer branding, with data from Deloitte, CECP, Great Place to Work, and Points of Light. by Quincy Larson
Retirement Plans • 28/07/2026 New York forces its smallest employers into retirement savings: what the Secure Choice deadline means at 10 employees Learn how the New York Secure Choice retirement mandate now applies to employers with 10–14 employees, key compliance dates, penalties under New York General Business Law §1303, and how to choose between the state auto-IRA program and private retirement plans.
Flexible Benefits • 13/07/2026 How leading companies design the best work life balance through flexible benefits Explore how companies with the best work–life balance design flexible benefits, hybrid work models, PTO, mental health support, and parental leave to create sustainable wellbeing and stronger retention. by Rebecca O'Donnell
Health Insurance • 08/07/2026 The fertility benefit landscape: what employers are covering and what the data says about ROI Board-level guide to employer fertility benefits ROI: how large organisations design inclusive fertility coverage, model costs and offsets, manage governance and privacy, and build a defensible business case that improves retention and maternal health outcomes.
Wellness Programs • 03/07/2026 How outdoor team building boosts wellness benefits and real engagement Learn how to position outdoor team building as a core wellness benefit, with evidence based design tips, inclusive activities, ROI metrics, and a practical HR playbook. by Laura Patel
Flexible Benefits • 06/07/2026 Voluntary benefits adoption rates: which perks employees actually value by generation Learn how voluntary benefits employee adoption varies by generation, which offerings outperform expectations, and how HR leaders can use data, communication and cost-neutral perks to improve retention and financial wellbeing.
Compensation Policies • 03/06/2026 Your best retention lever is a benefit nobody sees in the paycheck Learn how to turn invisible employee benefits into a visible retention lever with better total compensation communication, practical tools, and data-backed governance.
Flexible Benefits • 01/06/2026 Open enrollment that moves the needle: what the best-run plans do differently Learn open enrollment best practices that turn a compliance task into a strategic benefits moment, improve plan fit, and boost employee satisfaction without increasing costs.
Health Insurance • 25/05/2026 Health insurance costs outpace wages for the fifth straight quarter: the ECI signal boards are missing Employer health insurance costs are rising faster than wages, reshaping total rewards. See how BLS, Aon and Mercer data quantify the trend, why employees do not feel the spend, and what boards and HR can do to manage costs without eroding retention.
Flexible Benefits • 15/05/2026 Caregiving benefits as a retention lever: the numbers behind the sentiment Reframe caregiving benefits as a retention and pay equity lever, with concrete program designs, data metrics and governance tactics for HR and people leaders.
Retirement Plans • 12/05/2026 401(k) plan fees benchmarking: what counts as reasonable in 2026 Learn how to benchmark 401(k) plan fees under ERISA, avoid fee litigation and document a prudent fiduciary process using credible market data, clear governance routines and transparent participant communication.
Health Insurance • 07/05/2026 GLP-1 drugs on your plan: coverage rules that contain cost without revolt Learn how to design sustainable GLP-1 employer coverage, including eligibility criteria, prior authorization, behavioral pairing, vendor strategy and three-year cost modeling for obesity and type 2 diabetes benefits.
Health Insurance • 22/04/2026 US health benefit costs set to jump 6.5% in 2026: the deductible game is running out Employer health benefit costs are projected to rise 6.5% in 2026, pushing average spending per worker above $18,500. Learn how income-based contributions, network design, GLP-1 management and ACA coordination can control trend while protecting affordability and equity. by Vincent Lefebvre
