Notes from our expert team.

Most employers accept annual rate increases from their carrier without ever seeing the data behind them. Self-funding changes that, giving HR leaders control over plan design, cost management, and the claims data that makes smarter decisions possible. The transition takes planning, the right partners, and a clear strategy. This guide walks through all of it.

Parental leave has become one of the clearest signals employees use to evaluate whether a company's values hold up in practice. This post gives HR leaders the benchmark data they need to evaluate where their policy stands, understand what employees actually expect in 2026, and make the case internally for going above average.

Employee wellness programs deliver measurable ROI, but only when they're designed to address all three pillars of wellbeing: physical, mental, and financial. This guide breaks down the most common design failures that keep programs from delivering, what leadership participation actually looks like in practice, and a three-step framework for building a wellness strategy that drives real business results.

Lifestyle spending accounts (LSAs) are employer-funded benefits that give employees flexible dollars to spend across a defined set of categories, from fitness and mental health to childcare, professional development, and beyond. Unlike traditional benefits that assume a one-size-fits-all workforce, LSAs put choice in the employee's hands, increasing perceived value without necessarily increasing employer spend. This guide covers what LSAs are, how they work, what they typically cover, and what HR leaders should weigh before adding one to their benefits strategy.

Most people with an FSA or HSA are leaving money on the table. This guide covers 30+ eligible items you can buy with pre-tax dollars in 2026, from massage guns and fertility tests to light therapy masks and dental aligners, plus a year-end checklist so you never forfeit your balance again.

Women make up the majority of the HR profession and are increasingly reshaping benefits strategy with workplace equity as the explicit goal. Equity in the workplace means giving employees access to what they actually need to participate and advance, not just equal access to the same resources. For HR leaders, that distinction has real implications for how benefits are designed, what gets measured, and which gaps are worth closing. This post breaks down what equity-driven benefits look like in practice, why women in HR are leading the charge, and how any HR leader can start applying the same framework.

Choosing between an HDHP and a PPO is one of the most important financial decisions employees make each year, yet most people do it without the full picture. This guide breaks down how high deductible health insurance actually works, who it's a smart fit for, and where it can backfire, including real talk on costs, HSA benefits, and what families with frequent care needs should watch out for. Whether you're an HR leader building your benefits strategy or an employee staring down open enrollment, here's what you need to make the right call.

Women's health is a career-long conversation, but most benefit packages treat it as a single moment. This piece breaks down six areas where employer coverage still falls short, from menstrual and hormonal health to menopause and chronic conditions, and highlights what leading companies are doing differently. Whether you're an HR leader benchmarking your benefits or an employee who's felt the gaps firsthand, it's a look at what genuinely inclusive coverage can look like.

Ancillary employee benefits, like wellness programs, flexible work options, and financial wellness tools, go beyond traditional offerings to support employees' full lives and boost satisfaction, productivity, and retention. This guide breaks down the types of ancillary benefits, how to implement them effectively, and why they’re essential in a modern, people-first workplace. With actionable tips and real-world examples, it's your roadmap to building a benefits package that truly stands out.

Women make up nearly half of the U.S. workforce, yet research shows they continue to carry a disproportionate share of invisible labor, from caregiving responsibilities to health coordination and administrative load. These structural realities can quietly shape retention, advancement, and burnout, even in organizations committed to fairness. By designing employee benefits strategy with workplace equity in mind, HR leaders can reduce hidden strain and create more sustainable, measurable outcomes.

Women have long been change agents in the workplace. From bold HR thought leaders to corporate people leaders, these women are championing a more safe, supportive, and equitable workplace.

A 401(k) is one of the most valued benefits you offer, but many plans are left on autopilot. This blog explores how a strategic broker can help you optimize vendor selection, benchmark plan design, drive employee participation, and manage complex transitions like PEO exits. When approached thoughtfully, your 401(k) can become a powerful tool for retention, engagement, and long-term financial wellness.