Overview: Educating employees about employee benefit programs and providing them with the information they need to make informed decisions is not an easy task. Employers that do this successfully are committed to providing ongoing, comprehensive communications that educate employees on their benefit choices.
Benefits are complex, and making benefit elections can be difficult. In addition, employees are being asked to play a more active role and take greater responsibility for their health and well-being. Unfortunately, all too often, they are ill-equipped to take on that responsibility with any degree of success.
Educating employees about their benefits is a process, and for employees to buy into that process, they need to be engaged. Employers that do not effectively communicate benefits run the risk of having employees become indifferent and frustrated. Having an effective benefits communication plan in place can help to ensure that employers and employees get the most from the substantial investment an employer makes in benefits.
Trends: The Affordable Care Act (ACA) requires additional benefits communications and disclosures. The summary of benefits and coverage (SBC) describes the benefits and coverage under an employer's plan so that participants can compare the information to other plans for which they may be eligible.
Tracy Morley, SPHR, Legal Editor
Updated to include information on IRS relief for cafeteria plans.
Employers can use this checklist to ensure that their employee assistance programs (EAPs) and benefit providers are adequately equipped to address employee mental health challenges that have been exacerbated by COVID-19.
Employers can use this checklist to determine how they can leverage their benefits offerings to help employees through the coronavirus (COVID-19) pandemic.
Employers may use this letter to inform employees about how their current benefits offerings can help during the coronavirus (COVID-19) pandemic.
Enhanced with additional details and resources.
This form will allow employers to keep track of employees that decline employer-sponsored health coverage.
Under the 21st Century Cures Act, a small employer that has fewer than 50 full-time employees (including full-time equivalent employees) and that does not offer group health insurance to its active employees may provide stand-alone qualified small employer health reimbursement arrangements (QSEHRAs). An employer may use this model notice to fulfill the annual notice requirement.
As mandated by the New York State Workers' Compensation Board, employers covered by the state temporary disability benefits law must provide the New York Temporary Disability Benefits Law Statement of Rights (DB-271S).
The Affordable Care Act requires every state and the District of Columbia to establish a health insurance exchange, or to default to a federally facilitated exchange operated by the US Department of Health and Human Services. This chart identifies state decisions for creating health care exchanges.
HR guidance on the value of having an effective benefits communications strategy.