Prioritizing Well-Being Post-COVID - Sam Slade
Monday, July 19, 2021
While most businesses have reopened and returned to a semblance of normalcy following COVID-19, one thing that may never be the same is employee benefits. As a result of the unique challenges posed by the pandemic, businesses are continuing to offer flexibility to support employees through things like leave, hybrid work and other benefits.
According to a new survey by Fidelity Investments and Business Group on Health, many employers have boosted benefits aimed at meeting the evolving needs of employees to advance their well-being. Following are some of the top priorities for companies today that the survey revealed:
Mental Health: For 2021, 92% expanded the support for mental health and emotional well-being, which includes programs focused on stress management, sleep improvement and resiliency, as well as pediatric-focused mental health programs.
GET THE LATEST BREAKING NEWS HERE -- SIGN UP FOR GOLOCAL FREE DAILY EBLAST
Work/Life Balance: Nearly three-quarters (74%) of employers increased programs to support work/life balance, with 69% of employers adding new leave options or expanding their leave benefits during the pandemic. In addition, many employers are examining their parental leave, including time off for adopting a child.
Caregiver Support: Companies increased programs designed for caregivers, including 64% that enhanced childcare support, 55% that provided paid leave to care for a child or other family member and 48% that provided back-up childcare support.
Financial Health: Companies continue to focus on providing additional support for employees’ financial well-being. For instance, 83% of employers will provide programs to support emergency savings, debt management and budgeting, while another 77% will offer resources to support key financial decisions like mortgages, wills and income protection.
As we continue to return to a pre-pandemic work environment, these are just some ways employers can address employee well-being for a healthier and more engaged workforce.
Sam Slade is Managing Director, Employee Benefits, at The Hilb Group of New England, where he delivers consulting and brokerage services to local employers. He has extensive experience in all aspects of employee benefits, including underwriting, plan design, communications, compliance, and analytics, with a particular focus on alternative funding and self-insurance. Sam lives in South Kingstown with his wife and three sons.
Related Articles
- How COVID-19 Could Change Wellness - Sam Slade
- The Staying Power of Telemedicine Post-Pandemic - Slade
- When it Comes to PTO, Should You Go Unlimited? - Sam Slade
- Thoughts on Independence - Sam Slade
- Slade Joins Warwick-Based Hilb New England as Managing Director of Employee Benefits
- 12 to Watch in 2012: Libby Slader
- Slader Re-Elected as Chair of the RI State Council on Arts
- Attorney General Objected to Health Insurance Hikes. What Happens Next? - Sam Slade
- Smart Benefits: And Much More - Sam Slade
- Remote Workers? Labor Posters Just Got Easier - Sam Slade
- How to Banish Remote Worker Burnout—Sam Slade
- 7 Steps to Support Employee Mental Health - Sam Slade
- Employer-Sponsored Education Assistance: 3 Ways to Boost Your Benefits – Sam Slade
- On Gratitude and Patience - Sam Slade
- 10 New Year’s Benefit Resolutions for Employers - Sam Slade
- 2022 Limits for Health Savings Accounts and Out-of-Pocket Maximums - Slade
