TOPIC
Employers face another year of rising healthcare costs, with GLP-1 coverage, specialty drugs, and increasing claims putting pressure on benefits budgets. At the same time, employers are looking for ways to provide more personalized care that meets workers’ individual needs without driving costs even higher. How can organizations design benefits that support workers in all their diverse lives while demonstrating business value and a good return on the investment? How are employers deciding which benefits to prioritize and which to leave behind? What are the most innovative approaches to holistic well-being that address workers’ financial, physical, and mental health?
From Day One is a Recertification Provider for SHRM and HRCI. This session is eligible for 3 credits from both organizations. The Activity IDs will be sent to attendees after the conclusion of the session.
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Themes
Healthcare costs keep rising stubbornly, putting pressure on employers to manage their budgetary spend without shifting unsustainable costs onto workers or compromising access to care. How are employers deciding where to invest and where to look for savings? How are they evaluating high-cost treatments and determining which approaches make sense for their workforce? What strategies are helping organizations control healthcare spending while maintaining quality and access to care?
Employers invest heavily in compensation and benefits, but workers may not fully understand the value of what they receive or how to make the most of available programs. How can organizations communicate the full value of total rewards beyond salary? How are employers using personalization, technology, and targeted communication to connect workers with relevant benefits? How can benefits leaders measure whether their communications are improving awareness, engagement, and utilization?
Workers have different financial, physical, and family needs, and benefits strategies must account for those differences while remaining practical and sustainable for employers. How are organizations identifying the needs that matter most to their workforce? How are employers adapting benefits to support areas such as mental health, caregiving, family planning, and financial well-being? How can companies make benefits more equitable and accessible across different worker populations, life stages, and income levels?
