In today’s workforce, a significant number of experienced employees are working a second job that never appears on a timesheet: caregiving. This places them in the “sandwich generation,” a group of middle-aged adults tasked with simultaneously caring for their aging parents and their own children. This isn’t a specific age cohort like the Baby Boomers, but rather a challenging phenomenon that can affect anyone whose parents and children require support at the same time.
Open enrollment is more than just a checkbox on your to-do list. It’s your annual opportunity to design a financial and health safety net that fits your life. Because your needs today might be different than they were a year ago, we want to make sure you have the tools to choose wisely.
On May 29, 2026, the IRS issued Revenue Procedure 2026-24, which sets the inflation-adjusted limits for health savings accounts (HSAs) and high deductible health plans (HDHPs) for 2027.
The updated limits address:
The maximum allowable HSA contribution
The minimum deductible required for HDHPs
The maximum out-of-pocket expenses permitted for HDHPs
Each of these limits differs depending on whether the coverage is for an individual or a family under an HDHP.
Exhausted employees do not innovate, and burned-out managers cannot build strong, thriving cultures. For nearly a decade, corporate wellness has been siloed into superficial initiatives: wellness apps, awareness weeks, or reactive crisis counseling.
Human sustainability recognizes that employee health, energy, resilience, and mental capacity are finite resources. Like any organizational asset, these can either be supported and replenished or overused until they are exhausted.
Today’s workforce is under growing strain. Many employees come to work carrying significant personal burdens, including financial pressure, caregiving responsibilities, trauma, chronic illness, or mental health challenges such as anxiety, loneliness, and burnout. Others are navigating menopause, neurodiversity, addiction recovery, or persistent sleep issues.
A useful analogy is that of a backpack. Every employee arrives at work carrying one, filled with their health, confidence, coping abilities, relationships, financial security, optimism, and resilience. The heavier that backpack becomes, the harder it is for individuals to perform effectively, engage fully, and maintain positive workplace relationships.
In this sense, employee wellbeing and productivity are inseparable.
When workplace pressures overload an employee’s personal resources, the economic and operational fallout is severe:
Economic Inactivity: Long-term sickness has driven millions of individuals out of the global workforce, costing economies hundreds of billions annually in lost productivity and healthcare strains.
Public Health Risks: Chronic workplace stress is a major public health hazard, contributing heavily to cardiovascular disease and severe psychiatric injuries.
Corrosive Workplace Environments: While “good work” provides structure, identity, and purpose, poorly structured work environments, marked by understaffed teams and overextended management, actively damage organizational stability.
Making Human Sustainability a Strategic Priority
Organizations seeking sustainable performance must place human sustainability at the center of their strategy.
1. Elevate Human Sustainability to a Board-Level Issue
Businesses routinely monitor financial performance, operational efficiency, customer outcomes, and risk exposure. Yet few measure workforce depletion with the same level of attention. Leaders should be asking:
How healthy is our workforce?
Where are the greatest pressure points?
What factors are driving stress?
Which teams are carrying unsustainable workloads?
What challenges are managers facing?
What is the organizational cost of human depletion?
If people are truly an organization’s greatest asset, safeguarding their sustainability must be viewed as a core leadership responsibility.
2. Shift from Reactive Wellbeing to Preventative Design
The most successful organizations are not relying on wellbeing perks alone; they are redesigning work itself. This includes strengthening leadership capability, improving role clarity, managing workloads effectively, fostering psychological safety, increasing autonomy and flexibility, promoting inclusion, and equipping managers with the support they need.
Research consistently shows that organizational and cultural interventions have a far greater impact on reducing stress than isolated wellbeing initiatives.
3. Develop Managers as Human Sustainability Leaders
Managers play a critical role in shaping employee experience. When managers are disengaged, the impact is felt across entire teams.
Managers do not need to become counselors, but they do need the skills to lead people effectively. This includes building capability in psychological safety, stress prevention, difficult conversations, early intervention, conflict resolution, inclusive leadership, and creating healthy performance cultures.
Investing in manager development not only improves wellbeing outcomes but also strengthens engagement, productivity, and overall organizational performance.
The Future Belongs to Human-Centered Organizations
The organizations that will succeed in the years ahead will not be those that extract the most from their people. They will be those that can sustain human energy, resilience, trust, and performance over the long term.
Exhausted people do not innovate. Burned-out managers do not create thriving cultures. And economies cannot prosper when the workforce that supports them is steadily depleted.
Human sustainability is no longer just a wellbeing conversation. It is a leadership, economic, and societal priority.
Taking prescription medication is a common part of modern life. In fact, more than 131 million American adults take at least one prescription regularly. As we age, managing these medications becomes a vital part of staying healthy.
While healthy habits and doctor visits are key, taking your medication correctly is just as important. Your pharmacist is your best resource for understanding new prescriptions, but the label on your bottle is your daily roadmap.
7 Things to Know About Your Prescription Label
Pharmacy Details: Located at the top of your label, including pharmacy name, address, and phone number. Keep this for quick reference or refills.
Prescription Number (Rx#): A unique identifier used for refills and pharmacy records.
Medication Name & Instructions: Shows drug name and dosage. Pay attention to “Sig,” which explains exactly how and when to take it.
Refill Status: Indicates remaining refills and prescription expiration date, not the medication’s expiration.
Discard Date: Also labeled “Do not use after.” After this date, the medication may lose effectiveness or safety.
Warning Labels & Stickers: Includes safety instructions such as take with food, avoid alcohol, or do not crush.
Physical Description: Details pill appearance, such as color, shape, and imprint, to help verify the correct medication.
Pro Tip: Before leaving the pharmacy, always confirm what the medication is for, how to take it, and possible side effects. Your pharmacist is there to help with questions about safety, cost, and interactions.
Open enrollment is more than just a checkbox on your to-do list. It’s your annual opportunity to design a financial and health safety net that fits your life. Because your needs today might be different than they were a year ago, we want to make sure you have the tools to choose wisely.
Exhausted employees do not innovate, and burned-out managers cannot build strong, thriving cultures. For nearly a decade, corporate wellness has been siloed into superficial initiatives: wellness apps, awareness weeks, or reactive crisis counseling.
Taking prescription medication is a common part of modern life. In fact, more than