In many ways, employers don’t have to stray very far from tradition for help when it comes to providing employee benefits.

Employers who are content to provide their workers with compensation that doesn’t include benefits might not think they have any incentive to expand their offerings.

Employers trying to design and implement effective employee wellness programs are finding it difficult to determine whether positive incentives or penalties are more effective in encouraging participation and producing results.

Benefits are becoming more important to employees than ever before.

While employer-sponsored plans are the most common source of health insurance coverage for Americans of working age, the implementation of healthcare reforms could change the extent to which this is true.

The changing landscape of employee benefits seems concentrated on one variable – cost.

Providing workers with the proper benefits involves tying together a lot of factors and variables.

Establishing appropriate duration guidelines and reporting practices can help employers manage disability-related absences, according to insurance industry experts.

Two of the most significant trends in employee benefit selection are wellness and electronic benefit tracking software.

Employee enrollment in account-based health plans has increased sharply this year, with 27 percent of eligible workers choosing to join such plans.