How do you handle employee benefits for remote or hybrid workers?

Follow the Golden Rule: treat others as you wish to be treated. A remote worker likely wants to be treated with respect, provided easy to understand information about their benefits that are easy to elect from their smart phone or laptop, and given multiple options knowing not all employees have the same insurance. After the initial onboarding or annual open enrollment is completed with the above in mind, employees want easy access, by phone or email, to an experienced, friendly and compassionate benefit professional who will be there for them when something goes wrong or is unclear. Be nice, solve my problem, and be easy to work with; that's how I like to be treated. The Golden Rule rules. Kind regards, Tony (484) 684-1118

To Benchmark, The Kaiser Family Foundation puts out an annual survey that gives a great idea for Benchmarking by state and by industry as well as national averages. As for culture, does the Employer want to be the Employer of Choice with benefits or do they feel their job offerings are strong enough with out them?

I've been saying since the start of the pandemic that I always try to find the silver lining in things. Hybrid workforces, that this was the silver lining I was looking for. So how does an employer adapt to their new, expansive workforce? Technology, with a human touch. From a benefits perspective, that means making sure all employees have access to strong networks regardless where they live. Tele-medicine helps. Virtual open enrollment meetings really help. We host engaging, informative meetings, recording them with Spanish subtitles for later use (ie, new hires). But the bottom line here is the ability to improve benefits for employees while saving money in ways never considered in the past. How's that for a silver lining?

A mix of insurance options, not only health but life and income protection can be customized to fit different lifestyles. A reimbursement for office equipment is a great way to make employees comfortable and productive in their home offices.

Remote or hybrid workers often receive benefits like health insurance, retirement plans, and wellness programs. These benefits can be tailored to accommodate their work setup while ensuring equitable treatment compared to in-office employees.

An organization should want to ensure that each component aligns with the overall goals of the program and meets the needs of your employees. For instance, when deciding on offering a hybrid or remote work environment, consider factors such as employee productivity, work-life balance, and team collaboration. Similarly, contributing to health insurance should take into account the healthcare needs of your workforce, cost considerations, and the competitive landscape in your industry. By taking a holistic approach, you can create a comprehensive group benefits program that supports both the well-being of your employees and the strategic objectives of your organization

As the workplace evolves, so must your approach to employee benefits, especially for remote and hybrid workers. Traditional perks like office lunches or ping-pong tables may no longer resonate in today's landscape, where remote work has become the norm. To keep your team engaged and motivated, consider offering benefits tailored to remote or hybrid work arrangements. These could include home office equipment, internet and phone subsidies, coworking space memberships, or travel allowances. By providing relevant, valuable, and accessible benefits, regardless of where your employees are located, you can create an attractive work environment that fosters loyalty and productivity—whether they're working from home or the office.

More frequent communication over long communication seems to be superior. We find that it's important also to use multiple channels of communication. Text messages, email, video, meetings, etc... As frequent as you can make these comms, it's also important to consider where they can reference their insurance materials when the need actually arises. For this we've utilized a hosted Employee Benefits guide, usually similar to the company domain but using .Healthcare rather than .com. This gives everyone a resource to answer their own questions at any time.

Educating a workforce about benefits is tricky enough. Balancing of time/resources/medium...etc. BUT the most successful I've seen do it with sincerity. Education is a part of their culture. Open enrollment and then a smattering of one offs...that's just not going to cut it. Repetition, consistency and leadership by example. That works whether its hybrid, all WFH or all AIS (A$$ In Seat) for all.

Communication's key when it comes to an organization's employee benefits program. The effectiveness hinges on how well employees understand & utilize it. Some key points to consider regarding communication: Clarity / Transparency: Ensure information about the benefits program is clear, easily accessible, and transparent. Employees should have access to detailed descriptions of each benefit, eligibility criteria, coverage levels & cost. Regular Updates: Keep employees informed about any changes or updates to the program. Multiple Communication Channels: Utilize various communication channels to reach all employees effectively. This could include email newsletters, intranet portals, employee meetings, or digital platforms / apps.