There is a lot of confusion surrounding whether or not employee benefits can be taken away from employees without their consent and/or knowledge. To ensure you are as knowledgeable about this topic as possible, here we answer some commonly asked questions concerning the ability of an employer to take away employee benefit plans.

Can Employee Benefits Be Taken Away Without the Employer Knowing?

Simply put, the answer to this question is both yes and no. As an employer, you are not legally able to remove benefits without the employee having some previous knowledge. There are a few different laws and regulations that regulate how employers can cut benefits without informing their employees, as a way to protect employee’s rights. Typically this includes plenty of notice with a legal explanation such as financial problems.

What Benefits Are Protected Under Law?

It is important to understand that some employee benefits are not just perks that inspire your employees to show up to work. Instead, they are a form of contractual compensation that goes hand in hand with their salary, meaning as an employer, you are not able to take away your access to them without some sort of warning. A contract of employment was signed by both of you before the employee’s first day, and it must be followed. Generally speaking, the benefits that employees are entitled to by law include social security, unemployment insurance, family medical leave, and worker’s compensation insurance. So this means that as an employer, you must allow for unpaid family leave if the employee qualifies under FMLA, you must pay unemployment insurance if you terminate the employee, and if the employee is injured on the job, the employer must cover your worker’s compensation.

Additionally, employers are required to withhold state and federal income taxes from an employee’s paycheck, as well as paying a matching amount to Social Security and Medicare tax. If this is not done, any employer can be held liable by the Internal Revenue Service.

All employees are guaranteed the above benefits by law. If an employer removes them, they are liable to legal action.

What Benefits Are Not Mandated By Law?

It can come as a surprise that many benefits are not mandated to be provided by the employer. For example, this means the employer is not legally obligated to provide vacation days and paid time off, retirement savings accounts, life insurance policies, and/or any other perk you may think of. While these benefits tend to be attractive when it comes to attracting top talent to the business, employers can eliminate them for business purposes at any time as there is no legal requirement for these benefits.

Are Employee Benefits Guaranteed Under a Contract?

Some larger companies offer the ability for their employee to join a union, which is meant to help protect employees from certain harmful actions from their employers, including the elimination of benefits. Usually, those in a union have a legal contract set up with the employer that distinctly lists out each benefit they will offer, and the employer is legally responsible to fulfill it.  

Can Employee Benefits Change Based on Demographic?

No, it is illegal for any employer to take away benefits based on an employee’s age, race, gender, and/or sexual preference, to name a few examples. Doing so would be discrimination.

However, there is an important distinction to make here when it comes to providing different pay rates to different employees based on seniority and/or job function.  Employers are allowed to make specific changes to different bands of employees, meaning employees that are full-time compared to those that are part-time or those that are senior managers to entry-level employees. This means different “classes” of employees may have different benefits packages, but employers cannot apply different benefit rules to some employees over others.

Can An Employer Change Compensation Without the Employee’s Consent?

The short answer is no. Again, this is where the employment contract comes into play. This is a legal contract that listed out an agreed-upon wage statement, and a change of compensation without consent would be a breach of contract.

With this in mind, the word “consent” can be confusing. Each state has different laws on how much an employer can change wages while still being within the scope of the contract. Generally, this can range from a 5% to a 15% change, depending on your location. But despite this, as an employer, you still need to provide a brand new employee compensation contract if wages increase or decrease.

Can An Employer Take Away A Bonus?

The answer to this question is maybe. If the bonus is discretionary, your employer may choose to offer it to you for any reason or no reason at all. These bonuses are often presented as gifts around the holidays or are dependent upon company performance. In most cases, if your employer decides to lower or take away a discretionary bonus, you have no legal recourse.

The alternative is non-discretionary bonuses which are based on specific criteria and are legally guaranteed. If this is the case, you may be able to file a claim against your employer for contract violation or failure to pay wages. It is also important to notice if the employee's pay is less than the minimum wage without the bonus.

Bonuses should not be advertised as a specific, guaranteed compensation rate.

Any employer should offer an ample benefits package to their employees, not only to attract top-quality candidates but to retain fantastic employees to your teams for years to come.

Are you curious what employers like you are offering their employees? Download our benefits benchmark report, Mployer Insights to see how your benefits plan stacks up. Looking for more exclusive content? Check out what’s trending on theMployer Advisor blog.

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Voluntary benefits, also known as supplemental benefits or employee-paid benefits, are coverage options offered through an employer but paid (either in part or entirely) by workers through pretax payroll deductions. A key attraction is that they offer employees group rates that they might not qualify for individually, proving valuable for workers whose varying life circumstances could make it difficult for them to get the coverage they need from traditional benefits.

It can be hard to understand everything included in a comprehensive voluntary benefits plan, including what you can choose from and the positive impact it can have on employees and employers. For an easy-to-follow explainer, read on.  

Categories of Voluntary Benefit Options

There are several different categories of voluntary benefits. At little or no cost to employers, businesses can add voluntary benefits to their coverage packages, giving employees the ability to customize and the full coverage they need.  

Here are the most popular categories of voluntary benefits.

• Health:  This category can include benefits such as critical illness insurance, cancer insurance, or accident insurance. These supplemental policies protect against unexpected medical costs and associated financial losses.  

• Financial:  Financial benefits help employees manage their finances. The range of topics includes credit card debt, student loan debt, investment advice, tax advice, saving, and budgeting.  

• Wellness/Lifestyle:  A much broader category, these benefits can include everything from legal services to gym memberships and virtual healthcare access.  

• Personal/Miscellaneous:  Personal benefits include remote work policies and pet insurance, both of which can afford employees greater peace of mind and support inside and outside of the workplace.  

• Security:  Security benefits predominantly revolve around life insurance and identity theft protection. These options offer a direct financial benefit and cover the potential losses resulting from events such as identity theft or the death of the policyholder.  

So, what do these optional offerings actually look like? Here are five real-life examples to see the positive impact voluntary benefits can have on your business as a whole.

A fast-growing manufacturing company adds disability and life insurance benefit options.

The company is rapidly expanding and in need of talented and committed workers to join their team. Offering these relevant benefits will help this company attract potential employees and edge out other competing companies in the area. Plus, these additional options will provide new employees with protections that are excluded from basic coverage plans. 

A community hospital adds pet insurance to its benefits package.

At no additional cost, the hospital boosts morale and productivity by demonstrating a vested interest in their employees’ lives outside of the workplace. The employees feel grateful to have this additional financial and emotional security, and they feel comforted knowing their pets will be well taken care of in an emergency.

A tech start-up offers short- and long-term disability benefits options. 

The start-up is looking to hire employees who are in it for the long haul and want to communicate to potential applicants that the company is dedicated to employees' well-being. New hires can take advantage of these benefits and feel secure knowing they will be covered for circumstances, such as pregnancy, a mental health crisis, or an unexpected medical emergency. 

A restaurant expands its benefits to offer dental and vision options. 

For no additional overhead, a restaurant owner offers a broader array of benefits to their employees. These expanded coverage options make the restaurant more attractive and allow them to stand out as a competitive employer. Increased retention means that the quality of service at the restaurant can continue to grow as each employee continues to hone their expertise.

A city offers employees mental health support and financial counseling benefits.

A mid-sized city’s municipal employees, who often find themselves in stressful work environments, are able to receive the support they need to care for their mental and financial well-being. This leads to a higher degree of productivity and job satisfaction and a more balanced work environment across the city.

Are you curious to see what kinds of benefits companies like yours offer? Download your custom benefit benchmarking report to see how your benefits package compares. 

Curious to learn more about voluntary benefits? Read our explainer titled “Insurance 101: What are Voluntary Benefit Plans?”

Looking for more exclusive content? Check out what’s trending on the Mployer Advisor blog, and be sure to catch the latest episode of This Week in Benefits.

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Owning and managing a business can be an unpredictable experience. Planning around the great peaks and sudden valleys of business life can be challenging, but insurance can offer a valuable safety net. Unfortunately, the wide range of insurance policies and coverage alternatives can be difficult to understand. Insurance brokers can bear this load for you, walking business owners and benefits managers alike through the costs and details in order to find the very best selection for their personal circumstances.

What Is the Difference Between a Commission and Brokerage?

Insurance brokers are experts in their field; they provide vital knowledge and support for professionals trying to choose the right insurance policy for their needs in exchange for commission and or additional fees. Commissions are usually based on a percentage of the annual premium (which can vary depending on the policy and insurer) and are included in your monthly premium, paid directly to the broker from the carrier. Fees, however, are often charged for extra services and are paid directly to the broker, typically from the client.

Captive and independent agents represent an insurance company (or companies) and rely entirely on commission; this means that they have a personal incentive to direct clients toward certain insurance carriers. Insurance brokers, on the other hand, represent the individual seeking insurance. Insurance brokers may receive a commission from the insurance company, which sounds like it would make it difficult to garner trust between the broker and the client. On the contrary, the commission continues the longer clients stay with and pay for their policies; the more satisfied a client is with their policy, the longer they’ll stick with it, and the more the broker will make. As a result, client happiness is a major motivating factor for brokers.

Alternatively, some brokers may only charge a broker fee in order to make a profit on the transaction. This serves to override that personal, and financial bias entirely. The base parameter of broker fees is that they must be reasonable, clearly disclosed, and typically must be accepted with a signature.

What Are the Benefits of Using a Brokerage Company?

Whether you’re interested in purchasing business insurance or expanding the benefits offered to your employees, understanding the ins and outs of your options is essential to getting the coverage you need. Insurance brokers are key to this decision. Because they know the market, they’re able to recognize the difference between a great policy and one that is simply adequate. Because they know the law, they’ll be able to protect your business from accidental exposure to serious liabilities, such as bank debt or accounts payable debt. And because they know the industry, insurance brokers are kept up-to-date on the market and the options available for clients.

Although your broker will not be able to finalize a policy transaction, they can provide important insight into a number of different and complicated policy options and help you get the process started. Overall, they will:

• Provide you with a few plans best suited to your needs, as well as one or more premium quotes.
• Discuss alternatives so you’re able to see and understand several plan choices.
• Assist you in implementing the selected plan through the insurance company.
• Service the account, which includes solving billing problems, eligibility issues, and claim interruptions.
• Do the legwork for you, freeing you up to focus on other things.
• Help you get the most from your coverage after it’s been purchased.
• Assist with the renewal process.

Ultimately, the advantages differ based on your position: if you’re a benefits manager concerned about making the right decision for your company, you can rest assured that your recommendation will provide adequate protection and support for your company; if you’re a  business owner, partner or senior officer, you can save time and money by trusting an experienced professional to do the heavy lifting; and if you’re representing a medium-sized business, you can find a partner to walk you through the process without wasting your time.

How Can I Find an Insurance Broker That's Right for My Business?

The complex nature of owning and running a business puts business owners and their representatives at the top of the list to benefit from the experience and expertise offered by an insurance broker.Look for the following qualities when searching for a broker:

• Knowledgeable: Insurance policies are not simple documents. They vary immensely depending on the coverage desired and the insurer’s specific interests. Your insurance broker should be well-versed in the ins and outs of both and should possess the ability to clearly communicate complex terms and topics in an understandable way.

• Trustworthy: Brokers represent their client, not an insurance company. If you feel that your broker is focused more on making money than providing a reliable, professional service with your best interests at heart, it’s time to move on.

• Accessible: As with any professional relationship, it’s vital that your broker return your calls and emails in a timely manner.

• Experienced: Insurance brokers often specialize in certain fields, such as liability insurance or health insurance. You’re going to want to focus on finding one with a background in your industry and company size in order to benefit from an enhanced level of service and expertise.

• Transparent: Brokers who are only interested in making a profit will often conceal or avoid discussing the details surrounding costs, benefits, and everything that falls in between. Honesty and upfront communication is essential to building trust and establishing a successful professional relationship.

Knowing what you’re looking for from a policy is as important as selecting an insurance broker. While you may be overwhelmed by the various options and laborious details, you should have a base understanding of the coverage you’re interested in obtaining. Take the time to do a bit of research on your end; an insurance broker can make solid recommendations but only you are aware of the specific needs of your company.

Connect me with a broker

At the end of the day, insurance brokers are there to help. Whether you’re looking for assistance understanding the technical minutiae of a certain policy or are starting your search from scratch, an insurance broker can make your journey significantly easier. Although it may seem like extra work, paying attention to broker commissions and fees can improve your comprehension of the function a broker plays and lead to a more positive overall experience.Looking for more exclusive content? Check out what’s trending on the Mployer Advisor blog.

Insurance coverage can provide a vital safety net for employees in businesses of all sizes. Because extra benefits and insurance options can significantly contribute to employee happiness and their dedication to the company, it’s in every business’s best interest to understand what supplemental coverage their employees desire. Spousal life insurance is a common type of this additional insurance. By providing your employees with the option to obtain a financial safety net in the event of sudden and unexpected death, you are showing them that you care about their needs.

Let’s take a closer look at the details surrounding spousal group life insurance.

Understanding the Ins and Outs of Spouse Group Life Insurance

Spouse life insurance is a form of dependent life insurance and can be defined simply as group life insurance coverage that is purchased for a partner or spouse. Beneficiaries are named to receive a payout, known as a death benefit, in the event of a loved one’s untimely death. The goal of the death benefit is to ensure that surviving family members are not left with overwhelming financial burdens such as mortgage payments, funeral costs, and cost of living.  This is a specific benefit meant just for the spouse, but not other beneficiaries such as children.

What Spousal Insurance Options Are Available?

When an employee makes an annual election for coverage, they will also be able to make an election to cover their Spouse. This option is usually in flat dollar amounts. $15,000 to $150,000 of Group Term Spousal Life Insurance Coverage. Size of the group and the age gender mix of the group will determine the maximum amount of coverage made available.

What Factors Affect Life Insurance Rates?

Because life insurance results in a significant payout should the policyholder pass away, insurers need to take a number of factors into consideration when determining the cost of an individual’s monthly payment. This essentially equates to the amount of risk a buyer presents.

Typically, because group insurance risk is spread out among the whole group and levels of coverage are determined at a guaranteed issue level, there usually is not health information required.

However; the insurance company does consider the following factors when looking at a group life coverage census:

• Age: Insurers know that young people are far less likely to suffer from sudden health problems and will most likely be paying into their policy for years before it gets paid out. As a result, they pose the least amount of risk and benefit from lower premiums.
• Gender: Insurers and insurance carriers rely on statistical models when determining risk. Because women live an average of five years longer than men and therefore will spend additional time paying their premiums, their premiums tend to be lower.
• Smoking: Smoker and non-smoker rates may be offered.

How Can My Employees Buy Spousal Life Insurance?

Much like health insurance, if spouse group life insurance is offered, it can only be purchased during open enrollment or after certain qualifying events that allow for special enrollment. Unlike health insurance, however, coverage may not begin immediately; for example, a policy that was purchased for your spouse during open enrollment (November 1st to December 15th) may not go into effect until January 1st.

If spousal group life Insurance is not offered, the spouse can purchase individual life insurance through an insurance agent. In addition, voluntary individual employee pay and all payroll deducted coverage could also be considered. These are typically not considered group life plans. Both options are typically more in premium for the spouse than group term spousal life coverage.

Giving your employees the option of enrolling in spouse life insurance communicates that you understand their personal needs; because spouse life insurance can guarantee the protection of a household’s wellbeing should something sudden and unexpected occur, you will be providing an essential form of financial support. Whether you’re a benefits manager at a large corporation or a small business owner with a handful of employees, your workers will see your dedication to their livelihood and financial security. Are your competitors offering their employees spouse life insurance?

Download your custom benefits benchmark report to see which benefits employers within your industry, location and company size are offering their employees. Looking for more exclusive content? Check out what’s trending on the Mployer Advisor blog, and be sure to catch the latest episode of This Week in Benefits.  

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Health insurance in the United States is a confusing and convoluted topic. With so many options to choose from and costs to take into consideration, it can be exceedingly difficult to figure out which is the best choice for your specific situation. Point-of-service health insurance is popular for its low costs and robust wellness, but affordability can, unfortunately, come with choice restrictions. Let’s take a look at the ins and outs of point-of-service health insurance and why it might be the ideal option for you.

What Is Point-of-Service Insurance?

A point-of-service (POS) health insurance plan is a hybrid of the two most common health insurance plans: the health maintenance organization (HMO) and the preferred provider organization (PPO). HMOs offer coverage through a network of physicians under contract with the organization in exchange for a monthly or annual fee, also known as a premium; because participants are restricted to this network.  They are usually required to live within a certain region to benefit from using these physicians, as premiums tend to be lower than traditional health insurance. If patients choose to go outside of this network, they are responsible for the full cost of the visit. Visits require either a low deductible or, more commonly, an inexpensive copay. In short, HMOs offer predictable fees and administrative simplicity for patients.

PPOs, on the other hand, allow participants access to a broader range of physicians within their provider network -- which generally spans a larger geographic area -- and don’t require referrals from the participant’s primary care physician (PCP) to see specialists. However, this additional access comes with higher premiums and out-of-pocket costs. Visits can either be paid through a copay or by meeting a patient’s deductible. Depending on the personal and medical needs of the patient, the flexibility of PPOs can be well worth the price.

Point-of-service health insurance plans combine features from both of these plans. Like an HMO, participants are required to choose an in-network primary care provider and can receive referrals if they’re interested in seeing any specialists. And although they aren’t exclusively restricted to using those referrals, the cost is greatly reduced if they go through their PCP. Like a PPO, they are granted access to a wider, more flexible number of physicians and specialists within their network. It is important to note that patients venturing out of their network aren’t forced to pay everything out-of-pocket, although the cost will be more than if they stayed in-network. POS plans only require the payment of a copay before an in-network visit; out-of-network visits usually feature a deductible. An HMO is limited in the funding arrangement for the employer and is based on a capitated fully insured arrangement. POS and PPO typically will provide more funding arrangement options for employers.

Benefits of Point-of-Service Insurance

POS health insurance plans offer a number of benefits over HMOs and PPOs. Here are some benefits to why you may need to choose this insurance option.

• Flexibility: In-network providers in point-of-service insurance plans aren’t limited to a small geographic region. In fact, most POS plans offer nationwide coverage -- a considerable advantage for those who have to travel for work or are concerned about getting sick while on vacation. In addition to having a larger selection of providers, participants have freedom of choice, if they prefer a family doctor that falls outside of their network, they are still able to see that doctor. POS plans encourage participants to utilize in-network providers, but they don’t require it. This is incredibly important because, in today’s ever-changing healthcare landscape, you want to highlight to your employees that you believe in the benefit of personal choice. Point-of-service insurance does just that.
• Affordability: Although premiums for POS plans are not the cheapest of the bunch -that award goes to HMO plans- they are still less expensive than their PPO counterpart. Most of the savings come from a guaranteed in-network copay. While PPOs can require deductibles up to $5,000 and beyond which must be paid before your plan will cover visit costs, POS plans usually offer copays between $10 and $25 per visit. This perk is especially beneficial to younger employees, who may be just starting out in their careers and do not have the extra funds needed for expensive out-of-pocket medical costs.
• Annual Out-of-Pocket Limits: Most visits to out-of-network providers on POS plans will require a deductible to be met before coverage begins, but the average cost is still less compared to PPO deductibles and no coverage whatsoever from HMOs. Additionally, there are limits to how much participants will pay during the year; if that limit is reached, visit and treatment costs are fully covered.

Drawbacks of Point-of-Service Insurance

Of course, point-of-service health insurance plans aren’t perfect. Because of their hybrid nature, understanding POS policies can be overwhelming to the average American; the details of coverage and costs (including what providers and services are in- and out-of-network) can be challenging to fully absorb, which can ultimately lead to a more expensive experience.

The personal circumstances of a participant can also negate the positive aspects of a POS plan. For example, if your long-term primary care provider is not in-network and they are the only doctor you see, you’ll end up paying more in the long run due to your out-of-network deductible.

Pricing can also be an issue. Although POS plan premiums tend to be around 50% cheaper than PPO plans, they can also cost as much as 50% more than HMO premiums. If you don’t understand the tradeoffs of those costs, you won’t be able to take advantage of POS insurance benefits.

Understanding Your Employee’s Needs

The best health insurance plan depends entirely upon the needs of your employees and their family. For many, point-of-service health insurance plans can offer the right insurance coverage at the best price, eliminating excess stress that can sometimes come with high medical costs.

The best funding arrangements of the plans need to be evaluated too. This can have an impact on overall costs and risk.Download our benefits benchmarking report to compare your benefits to your competitors and to find a broker that can help address your needs. Want to discover more Mployer Advisor exclusive content? Check out our blog.

All business owners do their best to take good care of their valuable workers, and to provide health insurance options that benefit their employees. But it’s equally important to consider cost and the financial health of the entire company when making decisions about employer contributions to employee healthcare coverage.

In most cases, employers who do offer health insurance will pay a percentage of the fee. So how much should this employer contribution amount to, and what does it mean for your business?

On average, employers offering healthcare benefits in 2020 paid 67% towards health insurance premiums for family coverage plans, and 82% for single coverage. This average rate of contribution supports a consistently healthy, happy, and high-performing workplace for everyone on the team.

Contributions from employers can vary greatly depending on the size of your company, the type of insurance you decide to offer, and the scope of the benefits packages available to your employees. Insurance plans purchased for employee coverage are often called “group health insurance plans” or “fully-insured plans” as they typically cover all of the eligible employees and their dependents and are a covered risk through premium payment to the insurance company.

Fully-insured health plans are the most common way to organize employer-sponsored health coverage. This is how they work:

• You choose an insurance plan for your business. Your business can work with insurance agents or brokers to determine the best plan for your employees, depending on the type of work they are engaged in.

• You decide what amount you will contribute. You consider factors such as your tax savings (employer contributions to workers’ healthcare coverage are tax-deductible) and lower worker compensation premiums when deciding on the amount you will contribute.

• Employees enroll in the health insurance plan, and pay the difference. Employee contributions often come directly out of a paycheck, which allows them to pay for their healthcare plans with pre-tax dollars.

• Your company pays a premium to your chosen insurance carrier. Premium rates are set annually, and depend on the number of employees enrolled in the plan every month. This monthly premium will only change if the number of enrolled workers changes.

• The insurance carrier covers your employees’ healthcare claims based on the benefits defined in your company policy. Enrolled employees and their dependents are responsible for paying the deductible and any co-payments for health services they receive under the plan.

• Workplace productivity gets a boost. 60% of employers reported in a Metlife study that offering healthcare coverage to their employees led to a significant increase in productivity. The CDC also says that employees who are able to engage in regular preventative care, like routine physicals, are likely to accomplish more at work.

Are Employers Required to Offer Health Insurance?

There is no law requiring employers to offer their employees health care benefits. However, the Affordable Care Act (ACA), which was passed in 2010, states that businesses employing more than fifty people must either provide affordable health insurance or pay a large fine to the IRS. The fine amounted to an annual $3,860 per employee in 2020, so while it is at the discretion of the employer whether or not they choose to offer health insurance, most do.

In addition to the ACA requirements, most employers are motivated to provide health care coverage for their employees because it demonstrates an interest in their wellbeing and possibly productivity. According to a Glassdoor survey, employees consider health insurance to be the most important benefit a business can offer. Prioritizing the needs of employees leads to a successful, productive, and happy workplace, so many employers consider their health insurance offerings essential costs.

In order to comply with the ACA guidelines, larger employers must meet the minimum standards of coverage and affordability for the employee and their dependents (the ACA does not include spouses as dependents). Small businesses, on the other hand, are not included in the ACA’s health insurance mandate, and are therefore immune to the financial penalties. Less than half of businesses with only 3 to 9 employees offer health care benefits, whereas nearly all employers with 1,000 or more workers do.

Some small businesses still elect to offer health insurance coverage as a voluntary benefit, however. An Urban Institute study done in 2016 found that 83.1% of all workers were offered health insurance through their place of work. The high cost of insurance premiums might seem prohibitive if you own a smaller business, but the benefits of offering health care coverage to your employees can be a worthwhile investment in spite of the high cost.

The cost of providing group health insurance to your employees can depend on some of these factors:

• Which insurance carrier your purchase your policy from
• The location of your business
• The type of plan you choose (PPO or HMO)
• The network of available providers
• Features like deductibles, co-payments, or out-of-pocket maximums
• The type of work your business engages in (this can affect the demographic of your employees as well as incurring higher or lower healthcare costs)
• And finally, the amount you decide to contribute

While some of these things are outside of your control, your choice of insurance carrier and which plan to offer your employees can have a big impact on your insurance overhead. Additionally, your rate of contribution will play a role in how much your company is paying each month for employee insurance. The most important thing is to combine all these factors and calculate a contribution amount that allows you to meet the needs of your employees and fits within your budget.

The Takeaway

Offering competitive healthcare contribution rates can be a powerful factor in recruiting potential employees who are making decisions about the future of their careers. It is also a key factor in retaining top talent. Coverage and employer contributions can vary between companies depending on the size of the business, the number of employees, and the type of plans that they offer, and your business can gain an edge by offering high quality health insurance plans that will attract and retain talented, healthy, and productive workers. Providing affordable, comprehensive health care plans is beneficial for you, your employees, and your entire business as a whole. Looking for more exclusive content? Check out what’s trending on the Mployer Advisor blog, and learn how your employer contributions compare to your competitors here.