Benefits 101: What Is Open Enrollment?

Benefits 101: What Is Open Enrollment?

by | Sep 27, 2023 | Employee Benefits

For millions of Americans, the end of the year is open enrollment season – a yearly opportunity to take stock of your health care needs and select the health insurance plan that works best for you.  It is a window of time – typically in the fall – when you can sign up for health insurance, review, assess, and modify your existing benefits.

There are more choices than ever to help you find a plan that will best suit your health needs.  Think of it like planning a trip: you don’t pack a surfboard if you are planning to hike in the mountains.  Likewise, there is a lot to think about when selecting a health plan for the next year.  What does it cost?  Does it include your prescription or preferred doctors?  Understanding health insurance basics and how open enrollment works is essential for making informed choices about your benefits and insurance coverage.

Here’s How Open Enrollment Typically Works:

  • Eligibility: Anyone eligible for health insurance can participate in Open Enrollment. This includes you, your dependents, and individuals looking to buy insurance through the individual marketplace (e.g., through the ACA exchanges)
  • Review Options: During the Open Enrollment period, you have the opportunity to review your current insurance coverage and assess their healthcare needs for the upcoming year. You should consider factors like changes in your health, anticipated medical expenses, and any new coverage options that might be available.
  • Enrollment or Changes: You can use the Open Enrollment period to either enroll in a new insurance plan, make changes to your existing plan, or renew your current coverage. This might involve switching plans, adding or removing dependents, changing coverage levels, or adjusting other plan details.
  • Deadline: Open Enrollment is time sensitive. Once the designated period ends, you generally cannot make changes to your insurance coverage until the next Open Enrollment period unless you experience a qualifying life event (such as marriage, birth of a child, job loss, or relocation), which triggers a Special Enrollment Period.
  • Coverage Start: The new coverage usually begins at the start of the upcoming calendar year, though this can vary depending on the specific insurance plan and enrollment date.

Which Plans Don’t Use Open Enrollment?

  • CHIP (Children’s Health Insurance Program) – CHIP offers low-cost health coverage for children from birth through age 18. CHIP permits enrollment at any time so you can ensure your children have coverage year-round.
  • Medicaid – Medicaid is a joint federal and state program that helps cover medical costs for some people with limited income and resources. Medicaid allows enrollment in health insurance during any time of year, provided you qualify.
  • Short-Term Health Insurance – health insurance plan with a limited duration, typically several months to a year.  These plans are geared toward people who need temporary medical insurance to bridge the gap between longer-term plans.   These plans don’t have enrollment periods because the need for this type of insurance is difficult to predict.

It’s important to note that missing the Open Enrollment period without a qualifying life event can result in being without health insurance coverage until the next Open Enrollment period. To ensure you have the coverage you need, carefully review your options and make any necessary changes during the designated Open Enrollment timeframe.

Health insurance providers are committed to helping all Americans make informed health coverage choices for themselves and their families.  Open Enrollment is a great time to explore the benefits already available to you in your current plan, including discounts and wellness opportunities that can save you money and keep you healthy.

 

Compliance Recap August 2023

Compliance Recap August 2023

by | Sep 19, 2023 | Compliance

IRS DECREASES 2024 ACA AFFORDABILITY TO 8.39%

The IRS has announced a reduction in the Affordable Care Act (ACA) affordability percentage for plan years starting in 2024, lowering it from 9.12% in 2023 to 8.39%. This affordability percentage determines the maximum portion of an employee’s household income that can be spent on self-only coverage while still complying with the ACA’s affordability requirement. For applicable large employers (ALEs) with 50 or more full-time or full-time equivalent employees, this change means they must offer at least one health plan that does not exceed 8.39% of an employee’s household income for self-only coverage starting in 2024. This could necessitate adjustments to both employer and employee contributions to meet the new affordability standard. Employers have three safe harbors to determine if their health coverage is affordable under the ACA: Federal Poverty Level, Rate of Pay, or W-2 Wages. These safe harbors provide different methods for assessing affordability based on employees’ income, and employers can choose the one that best suits their situation. Non-compliance with ACA affordability requirements may lead to penalties for ALEs. Penalty A applies if an employer fails to offer minimum essential coverage to at least 95% of its full-time employees, while Penalty B applies when affordable, minimum value coverage is not offered to all full-time employees, and at least one employee receives a subsidy when enrolling in Marketplace coverage. The penalties for 2024 have been set, with Penalty A at $247.50 per month and Penalty B at $371.67 per month.

EMPLOYER CONSIDERATIONS

Employers should proactively work with their health plan broker or consultant to adapt to these changes in the 2024 ACA affordability percentage and avoid potential penalties while ensuring their employees have access to affordable health coverage.

UPDATED CHIP MODEL NOTICE RELEASED

The Department of Labor (DOL) has recently issued an updated model Employer CHIP Notice, through its Employee Benefits Security Administration (EBSA). This notice serves as a reminder of the annual notice requirement set forth by the Children’s Health Insurance Program Reauthorization Act of 2009 (CHIPRA). Employers who maintain group health plans in states offering premium assistance subsidies under Medicaid or Children’s Health Insurance Plans (CHIP) are obligated to provide this notice. Employers have the flexibility to deliver this notice independently or in conjunction with other materials, such as those related to health plan eligibility, open enrollment processes, or the summary plan description (SPD). The annual notice requirement applies to employers whose group health plans cover participants residing in states with premium assistance subsidies, regardless of the employer’s location. The DOL’s model notice, which employers can use for compliance, is periodically updated to align with changes in states offering premium assistance subsidies.

EMPLOYER CONSIDERATIONS

While employers have the option to create their own notices or customize the model notice, it is crucial to ensure that any notice provided includes at least the minimum state-specific contact information relevant to employees residing in states with premium assistance programs. Compliance with this requirement is essential for employers to inform their employees about the availability of these subsidies under CHIPRA.

PREPARING FOR MEDICAL LOSS RATIO REBATES

Employers with fully insured group health plans may receive a check from their insurance provider, known as a medical loss ratio (MLR) rebate. These rebates are aimed to ensure that a significant portion of the premiums paid by plan participants goes toward covering healthcare expenses and quality improvements, rather than the insurer’s administrative costs and profits. These rebates must be distributed by insurers annually, typically by September 30.

YOU CAN PREPARE NOW

While the checks are still forthcoming, employers can prepare now for the actions they will need to consider. The way employers can use the MLR rebate depends on how health coverage premiums are paid. If the employer covers 100% of the premiums for employees and their dependents, any rebate belongs to the employer to use as the employer sees fit. However, if participants contribute to the premiums, a portion of the rebate is considered “plan assets,” which must be used exclusively for the benefit of plan participants. Calculating the plan asset portion of the MLR rebate involves determining the percentage of total plan premiums assigned to employee contributions. This can be challenging, especially when employers offer various premium payment strategies. Nevertheless, it is crucial to accurately calculate and allocate the plan asset portion to remain compliant with regulations. Employers have a couple of options for using rebates considered plan assets: they can improve plan benefits or return the appropriate amount to plan participants. Improving benefits can be tricky due to the rebate’s often modest amount and uncertainty about future rebates. The more popular option is returning the rebate to participants, either as a cash payment or a temporary reduction in premium contributions. Tax considerations come into play depending on whether contributions were made on a pre-tax or after-tax basis. ERISA regulations require timely distribution of employee portions of the MLR rebate, typically within 90 days of receiving the rebate from the insurer. Decisions on how to allocate these rebates among participants are subject to fiduciary standards, ensuring that participants’ interests are served fairly and impartially. DOL guidance generally advises against distributing rebates to former plan participants due to administrative costs outweighing the rebate’s value.

EMPLOYER CONSIDERATIONS

Employers are not required to provide a specific notice about the MLR rebate to employees; instead, insurers are responsible for notifying plan participants. Employers may choose to communicate with participants to manage expectations regarding rebate amounts, as these are often relatively small on a per-participant basis. This communication can help avoid potential misunderstandings among employees.

PRESIDENT BIDEN ESTABLISHES OVERDOSE AWARENESS WEEK

A Proclamation released by President Biden addressed the nationwide crisis of drug overdose and barriers to treatment. The declaration addresses the impact untreated addiction has on millions of Americans, creating an urgent need for decisive action to combat the epidemic. “My Administration has worked hard to ensure that substance use disorder is treated like any other disease, funding the expansion of prevention, treatment, harm reduction, and recovery support services.” – President Biden The administration has implemented a National Drug Control Strategy targeting recovery support, along with making it easier for doctors to prescribe effective treatments, providing critical assistance to millions of Americans.

SICK LEAVE EXPANDS IN COLORADO

Colorado recently expanded the rights of employees to take paid time off. This expands the Colorado Healthy Families and Workplace Act (HFWA), which was originally created during the COVID-19 pandemic to ensure all employees in the state have access to paid sick leave, regardless of their job or employer size. Previously, the HFWA permitted employees to use paid sick leave for:

  • The employee’s inability to work due to a mental or physical illness, injury, or health condition.
  • The employee’s need to obtain preventive medical care or medical diagnosis, care, or treatment.
  • The employee’s needs due to domestic abuse, sexual assault, or criminal harassment, including medical attention, mental health care or other counseling, legal or other victim services, or relocation.
  • To care for a family member who needs the sort of care listed above.
  • The employee’s need for leave during a public health emergency when a public official closed the employee’s workplace or the school or place of care of the employee’s child.

Effective Aug. 7, 2023, Colorado employees may take paid leave for the following additional uses:

  • Bereavement or to handle the financial and legal needs arising after a death of a family member.
  • When an employee must evacuate their residence or care for a family member whose school or place of care was closed due to inclement weather, power/heat/water loss, or other unexpected event.

The HFWA requires that paid sick leave accrues over time, with at least one hour earned for every 30 hours worked, up to a minimum of 48 hours per year. Any unused hours can carry over to the next year. Employees must be paid their regular hourly rate when they take sick leave, and employers can ask for documentation only if an employee is absent for four or more consecutive workdays.

EMPLOYER CONSIDERATIONS

Employers must update their policies to include these new reasons for paid sick leave and inform their employees about their rights. Failure to do so may result in fines or liability for unpaid wages.

LEAVE LAWS EXPANDED IN ILLINOIS

The Illinois Victims’ Economic Security and Safety Act (VESSA) has recently undergone significant amendments aimed at expanding the leave provisions available to employees dealing with the aftermath of a family member’s death resulting from a crime of violence. VESSA is applicable to all employers in Illinois and mandates that they provide unpaid leave to employees who are victims of domestic, sexual, or gender violence, as well as those affected by crimes of violence, including their family or household members. Prior to these changes, VESSA allowed employees to take leave for various reasons related to violence, such as seeking medical attention, counseling, victim services, legal assistance, and safety planning. The new amendments to VESSA introduce three additional reasons for leave. Employees can now take time off to:

  • Attend the funeral or alternative service of a family or household member who was killed in a crime of violence.
  • Make necessary arrangements following the death.
  • Grieve the loss of a loved one due to a violent crime.

To substantiate their need for leave, employees can provide documentation such as a death certificate, obituary, or written verification from relevant authorities. The amount of VESSA leave an employee is entitled to varies based on the size of the employer. For the new, amended purposes related to deaths involving crimes of violence, employees are entitled to two workweeks (10 workdays) of unpaid leave, to be taken within 60 days after receiving notice of the victim’s death. This additional leave does not affect an employee’s entitlement to other qualifying VESSA leave during the same 12-month period.

EMPLOYER CONSIDERATIONS

VESSA overlaps with the Illinois Family Bereavement Leave Act (FBLA), which provides bereavement leave for eligible employees following the death of a covered family member. However, VESSA covers all Illinois employees, while FBLA is limited to those eligible for federal Family and Medical Leave Act (FMLA) leave.

QUESTION OF THE MONTH

Q: We have a group in Canada with both U.S. and Canadian employees. For COBRA eligibility purposes, do we count the Canadian employees with the U.S. employees? A: Yes, you must count the foreign employees with the U.S. employees of the same company for purposes of determining whether the employer is subject to COBRA.

©2023 United Benefit Advisors This information is general in nature and provided for educational purposes only. It is not intended to provide legal advice. You should not act on this information without consulting legal counsel or other knowledgeable advisors.
About UBA United Benefit Advisors® (UBA) is the nation’s leading independent employee benefits advisory organization with more than 200 offices throughout the United States, Canada, and Europe. UBA empowers 2,000+ advisors to maintain independence while capitalizing on each other’s shared knowledge and market presence to provide best-in-class services and solutions.​The content contained in this website, including but not limited to all text, images, trademarks, and logos, is owned by United Benefit Advisors® (UBA) except as otherwise expressly stated or provided by third parties.  UBA Partner Firms must keep all copyright, trademark, and copy intact. All others may link directly to the UBA website to share UBA copyrighted material; they may not duplicate, distribute, create derivative works, or otherwise use this site’s content.

 

Mployer Advisor Names Johnson & Dugan a Winner of ‘Top Employee Benefits Consultant Award’ for 2023

Mployer Advisor Names Johnson & Dugan a Winner of ‘Top Employee Benefits Consultant Award’ for 2023

by | Sep 14, 2023 | Employee Benefits, Johnson & Dugan News

Redwood City, CA, September 13, 2023 – Mployer Advisor, the leading independent platform for employers to research, review, and evaluate insurance advisors has named Johnson & Dugan Insurance Servies a winner of its third annual “Top Employee Benefits Consultant Awards” for 2023. Mployer Advisor’s Top Employee Benefits Consultant Award Program evaluates brokers based on breadth and depth of experience across employer industries, sizes, insurance products, and employer reviews. We recognize esteemed brokers that demonstrate market-leading competencies and a proven track record of success among employers, insurance providers, and peers.

For 40 years, Johnson & Dugan’s highest priority has been to make it easy for any company to expertly plan and administer employee benefits. Johnson & Dugan prides itself on consistently delivering and maintaining high standards of quality for each and every one of our clients. All of the companies we work with receive superior customer service, regardless of their size or the level of complexity of their employee benefits program, Michael Johnson, CEO.

Our team is proud to recognize this group of 2023 top-rated insurance advisors as part of our third annual Top Employee Benefits Consultant Awards,” said Brian Freeman, the Founder and CEO of Mployer Advisor. “Employer-sponsored healthcare and benefits cover over 150M Americans. Who an employer selects as their benefits advisor has more impact on employee cost and satisfaction with their healthcare than who an employer chooses as the insurance carrier. We have rated these brokerages utilizing sophisticated, industry-first algorithms, and we applaud the winners’ demonstrated commitment to service, quality, and positive employer feedback.”

Mployer Advisor determined the winners of the third annual “Top Employee Benefits Consultant Award” by analyzing each brokerage based on historical data, online reviews, their M Score rating, and demonstrated business experience.

To view a complete list of the 2023 recipients of Mployer Advisor’s “Top Employee Benefits Consult Award,” visit MployerAdvisor.com.

To view Johnson & Dugan’s profile on Mployer Advisor, visit https://mployeradvisor.com/insurance-brokers/california/redwood-city/johnson-dugan-insurance-services-corporation.

About Johnson & Dugan:

Since 1983, Johnson & Dugan’s highest priority has been to make it easy for any company to expertly plan and administer their employee benefits plans.

Unlike other employee benefits consulting firms, J&D does not deliver one-size-fits-all solutions — our team works with each client to deliver the right mix of expertise, products, services and support based on the scope of their needs — with the flexibility necessary to adapt to organizational changes.

About Mployer Advisor:

Mployer Advisor is changing the way employers search, evaluate, and select insurance advisors. The intuitive platform connects employers and employees to great benefits and insurance plans by providing employers with actionable data to easily evaluate and select the best advisor for a company’s specific needs. Most brokerages have a profile on Mployer Advisor, which provides independent ratings of insurance advisors to support employers. Insurance brokers cannot pay to influence their Mployer Advisor rating. Only highly rated brokerages are allowed to advertise on the platform. To learn more about Mployer Advisor, visit https://mployeradvisor.com and follow us on LinkedIn.

Disclaimer: Rankings are dynamic, and this report may not reflect the rankings currently listed on Mployer Advisor’s website. Because Mployer Advisor’s research is ongoing, interested companies that want to join next year’s list are encouraged to claim their free profile on Mployer Advisor.

The Return of Student Loans: Ease Your Employee’s Anxiety

The Return of Student Loans: Ease Your Employee’s Anxiety

by | Sep 13, 2023 | Hot Topics

In the U.S., the outstanding balance is $1.75 trillion in student loan debt.  Approximately 55% of students from public four-year universities have student loans, with a balance of $37,338 owed per borrower.  Beginning in October, workers nationwide will need to resume payments on their student loans for the first time since March 2020.  The pandemic-related pause on both payments and interest accumulation that is ending is a stressor for employees who are increasingly seeking financial assistance from their employers.

People across all age groups struggle to balance student debt and retirement savings.  It is reported that as many as 81% of people with student loans have needed to delay important life goals such as retirement or buying a home.  Contributing early to a workplace retirement account is important so that employees can maximize the effect of compound interest in retirement.

3 Major Ways That Employers Can Help Their Workforce Pay Off Their Student Loans and Save for Retirement:

  1. Student Loan Repayment Assistance Programs – Employers can offer their employees student loan repayment assistance (LRAP) as a recruiting and retention tool.  With LRAP, the employer makes monthly student loan payments to the employee’s lender, helping the employee to repay their student loans quicker.  Additionally, through 2025, employers can repay up to $5,250 a year tax-free on employee student loans through the 2020 CARES Act.
  2. 401(k) Match for Student Loan Repayments – In December 2022, the Securing a Strong Retirement Act (SECURE 2.0) became law. This law – which starts in January 2024 – allows employers to match contributions to workplace plans – including 401(k)s, 403(b)s, 457(b)s, and simple IRAs – based on an employee’s qualified loan payments.
  3. Financial Literacy Programs – These educational tools can help teach employees how to develop a budget and savings plan, create attainable goals, project retirement needs, purchase a home and manage mortgage options, and manage debt- including student loan and credit card payment options.

Let’s face it, work isn’t the only thing stressing employees out – money can be a huge source of anxiety and a constant source of stress.  With millions of Americans struggling to repay their student loans and/or save for retirement, this financial pressure can seep into their performance in the workplace.  And managing finances isn’t just stressful – it’s time-consuming. Having access to financial well-being benefits and resources can empower employees to get on the path to financial prosperity.

 

 

8 Unique Benefits Employers Are Offering to Attract Talent in Asia-Pacific

8 Unique Benefits Employers Are Offering to Attract Talent in Asia-Pacific

by | Sep 7, 2023 | Employee Benefits

If the so-called Great Resignation taught us anything, it’s that employees are looking for more than just a salary when it comes to their jobs. Employee benefits have a crucial part in enhancing engagement, attracting new employees, and retaining top talent.

Employee benefits refer to any form of compensation that employees receive in addition to their base wages or salaries, such as insurance (medical, dental, life), stock options, and cell phone plans.

During the recent State of HR in Asia-Pacific survey, it became clear that HR professionals are thinking more strategically about the benefits they offer employees. According to the survey, 35.52% of professionals are offering wellness benefits, while 34.15% have implemented employee assistance programs (EAPs). More than a quarter are offering childcare support (25.41%) and 24.04% include mental health coaching.

Nowadays, employee benefits extend far beyond these examples, encompassing a wide range of offerings, including training opportunities and stock options, mental health breaks, and even a few more unusual perks. Here are just a few:

Health Stipends

PwC Australia has always done things differently, including famously abolishing its employee dress code in 2017. The company partnered with health and fitness companies across the continent to offer compelling health and fitness perks to their staff.

“The well-being of our people is critical now, but the focus will continue to grow, and we’ll need to enhance the support provided. Employees are increasingly looking to their employer to provide support in all aspects of their life – we’ll need to continue to evolve our value proposition to meet these needs,” says Catherine Walsh, Head of People and Culture at PwC Australia.

Employee wellness programs are essential perks to offer because they prioritize the well-being and health of employees, leading to numerous benefits for both individuals and organizations. By providing wellness initiatives such as fitness programs, mental health support, healthy lifestyle resources, and stress management techniques, employers demonstrate their commitment to the overall well-being of their workforce. Wellness programs have also been known to reduce absenteeism and burnout.

Power Naps

The power nap system may seem unusual, but it’s commonplace in Japan. Called inemuri (or the principle of sleeping at work) was added as a perk by companies like the construction firm Okuta years ago. Japanese workers are generally hesitant to take time off, work more overtime than other countries, and generally get less sleep. Napping on the job has become commonplace, with several businesses installing special sleep pods for workers. Power naps can be a valuable employee perk due to their positive impact on productivity and well-being.

Offering dedicated spaces or designated break times for power naps recognizes the importance of rest and rejuvenation in maintaining optimal performance. Short periods of sleep have been shown to enhance cognitive function, memory, and creativity, allowing employees to return to their tasks with improved focus and alertness. Power naps can help combat midday fatigue, reducing the likelihood of errors and accidents.

Major Discounts

Australian airline Qantas offers staff generous perks when they are traveling, including 25% off Qantas flights, 10% off hotel bookings, 15% off car rentals, and discounts on airport parking, tours, and cruises. This not only attracts employees who love to travel but gives staff an opportunity to experience traveling with Qantas first-hand. In addition, by extending discounts on various travel-related expenses, Qantas demonstrates its commitment to supporting the travel experiences of its staff, creating a positive work environment, and promoting a culture of work-life balance.

Giving Back

According to a blog post by Salesforce Australia, 93% of employees who engage in pro-bono work feel happier and more purposeful, while 91% believe they are productive and engaged. The survey also found that employees who volunteer are 40% more likely to stay with the company. That’s why Salesforce Australia offers employees seven days off every year to spend volunteering. “It’s a great feeling to know that we’re helping the environment as well as the community. Plus, the benefits for the team were getting to know each other outside of work, building connections, and having fun,” says Angelica Veness, Senior Manager of Solution Engineering at Salesforce.

Sabbaticals

Deloitte Singapore introduced a generous sabbatical policy as part of their Work-Life Integration program.  Audit and Assurance Associate at Deloitte Singapore Clement Chow took a 12-month sabbatical to care for his young son but had previously taken time off (with a paid allowance) to compete as a Team Singapore triathlete.

Deloitte Australia also introduced a program called Career Flex that allows staff to take three months’ unpaid leave to study, refresh, or travel.

Balance and Breaks

Most companies have maternity (and sometimes paternity) leave, family responsibility leave, and study leave on offer for employees who need it, but others are thinking differently about the breaks employees might need. Hime & Company in Japan gave staff two mornings off per year to attend sales as well as “heartbreak vacations” for employees going through breakups several years ago; today, it’s available from businesses in Japan, Germany, and other countries. The policy was popular enough to become part of Japan’s labor laws in 2020.

While those examples might sound unusual, recognizing that employees need time off to spend on personal matters can have a big impact on their well-being, engagement, and overall job satisfaction.

Chinese mega-brand Alibaba provided staff with an extremely generous leave package following a challenging period in the company, including giving employees seven days paid leave to attend family reunions following COVID, ten extra days of leave for new parents, and a once-off twenty days of leave for employees who have worked for the company for ten years or more. This is a true reflection of Alibaba’s company values, which states: “Work is for now, but life is forever. We want our employees to treat life seriously when they work and enjoy work as one enjoys life. We respect the work-life balance decisions of every individual.”

Stock Options

ICICI Bank in India is known for its generous employee benefits, but they’ve recently upped the ante by introducing an ESOP program (employee stock option scheme) for employees. The company allotted equity shares to employees under the ICICI Bank Employees Stock Option Scheme 2000.

Stock options give employees the opportunity to become partial owners of the company. This sense of ownership can foster a stronger connection and alignment between employees and the organization’s goals and performance. When employees have a stake in the company’s success, they are more likely to work towards its growth and profitability.

Four-day Workweek

Whereas some Japanese companies are offering naps on company time in response to their over-commitment to work, others are leaning into compressed work weeks. Panasonic started offering employees the option of taking a four-day workweek. Considering that only 8% of Japanese companies offer more than two guaranteed days of leave a week, it’s a radical policy.

With an extra day off each week, employees have more time for personal activities, hobbies, and spending quality time with family and friends. This improved work-life balance can lead to reduced stress levels, increased job satisfaction, and overall well-being.

While it may seem counterintuitive, many studies and real-world examples have shown that reducing the workweek to four days can actually boost productivity. With a shorter workweek, employees tend to be more focused, motivated, and efficient in completing their tasks. They often prioritize their work, avoid unnecessary distractions, and find innovative ways to increase productivity within the reduced timeframe.

According to recent research, more than three in every four Singaporeans are interested in jobs offering a four-day workweek.

“In mature economies like Singapore, it starts to become about the quality of life and what work means,” says Jaya Dass, MD of Randstad Singapore as reported by CNBC. According to Das, Singaporeans are not willing to sacrifice their personal lives for their careers anymore and find a four-day workweek very appealing.

Being a Standout Employer with Unique Benefits

The APAC region is a diverse and competitive market. Offering unique perks can help organizations stand out as attractive employers, attracting and retaining top talent. With some of these examples, we’ve seen how innovative perks related to work-life balance and well-being can resonate well with the local workforce. By offering interesting employee benefits, you can differentiate yourself, boost employee satisfaction, and gain a competitive edge in the talent market.

By Francesca Di Meglio

Originally posted on HR Exchange Network