Notes from our expert team.

Working parents face unique challenges that can impact their productivity and job satisfaction. Offering tailored benefits for parents can improve work-life balance, reduce stress, and increase loyalty. Benefits like parental leave, dependent care FSAs, and adoption assistance, as well as low-cost accommodations like flexible working hours, can have a big impact.

Many U.S. companies are overpaying for health insurance due to suboptimal funding strategies, but there’s a spectrum of options beyond the traditional fully insured model, which could lead to significant savings. This blog demystifies the funding options, from gap funding to fully insured, to help HR professionals understand each approach.

Benefits benchmarking can help you create a competitive, cost-effective benefits package. In this guide, we’ll break down what benefits benchmarking is, why it’s important, and how to properly evaluate your employee benefits against competitors, industry standards, and emerging trends. Whether you’re looking to attract the right top talent or increase employee satisfaction over time, this guide ensures you’ll have everything needed to use benchmarking to level up your employee benefits.

Founding Partner and Market Director at Nava Benefits, Chris Renzulli, shares his personal experience navigating healthcare challenges and what inspired him to create a better way. He sheds light on the confusing and frustrating state of the current system, and offers valuable insights on how HR teams can effectively collaborate with benefits partners to create a more seamless and supportive experience for employees.

Employees want more than the benefits traditionally offered by prospective and current employers. Many are turning down or leaving jobs over a lack of desired benefits. Learn more about some of the biggest benefit trends you can implement to attract and keep top talent.

Designing a modern employee benefits program takes more than selecting plans; it requires strategy, data, and empathy. This guide walks HR leaders through eight actionable steps to build a benefits program that attracts talent, strengthens culture, and drives long-term engagement.

Today’s job market isn’t competitive only for employees. Employers also have to compete to attract the best talent, and one way they can do so is with unique employee benefits. Successful benefits packages go beyond traditional health insurance and retirement accounts to include wellness perks, travel stipends, or tech-driven extras. With the right combination of benefits, the return on investment can be significant.

Professional Employer Organizations (PEOs) can help small to midsize businesses manage employee benefits. However, there are pros and cons to working with a PEO – and some employers may not be well suited for PEO services. Here is a look at the potential benefits and drawbacks of partnering with a PEO.

The Employee Retirement Income Security Act (ERISA) oversees most employer-sponsored benefit plans, including health insurance. HR professionals must understand ERISA employee benefits and follow the guidelines to remain compliant. Here’s your guide to ERISA, what it covers, and how to stay compliant.

Inclusion at work isn’t just good ethics; it’s good business. This guide explores how HR leaders can bring DEI to life through inclusive employee benefits that reflect real people’s needs, from caregiving and financial wellness to gender-affirming care and religious inclusion. Learn how thoughtful benefits design builds belonging, strengthens culture, and drives measurable performance.

Far too many employees don’t understand their benefits – and that leads to a lot of frustration and wasted money (for the employer and the employee). Here’s your guide to identifying the tell-tale signs whether your employees understand their benefits plans.

Here’s your step-by-step guide to building an employee benefits offering at a small business – from finding a broker to determining which benefits to offer, and choosing the right carrier or plan for your team’s needs.