Topic: HR & BENEFITS

In the last few years, more than 2 million women have left the workforce, taking valuable skills and their expertise with them. The balancing act many employees, especially women, face in managing their caregiving responsibilities and jobs can be unsustainable at times, and it can feel easier to choose one or the other. Unfortunately, this is detrimental to these individuals and their families who rely on that income, and it is a significant loss to employers and the economy.

In a previous article, I encouraged PEO operators to take another look at group insurance brokers and even see some PEO brokers as channel partners. In this article I’m going to share with you another secret: How to protect yourself from us brokers. Remember, if you manage this channel correctly, brokers will be your lowest cost of new client acquisition, create longer retention, and create an endless and consistent flow of beautiful new deals. However, if handled poorly, your master plan medical loss ratios (MLR) could be very RED.

Rewards and benefits are a core part of the HR and People functions at any organization. As the Senior Director of People Experience at Oyster HR, a global employment platform with employees in 70+ countries, my team and I are responsible for the experience of our employees from the day they sign their offer letter to their last day with the company. That includes managing performance, progression, and total rewards.

For companies and employees around the world, the last few years have created opportunities to go beyond traditional ideas of where and how work happens. But, with these new opportunities comes risk. Staying compliant in a world of work that is changing daily requires businesses to be vigilant and proactive.

Employers are recognizing that virtual care has not fully eliminated barriers to access, and that an exclusively virtual strategy can fragment the care experience and lead to wasteful spending. In articulating priorities for 2023 during the Fall 2022 roundtable session with One Medical, organized by the Employer Health Innovation Roundtable, more than 1 in 4 employers cited lack of access to care as a primary concern, and 1 in 4 employers expressed concern over fragmented care.

n today’s post-COVID workforce filled with Millennial and Gen Z workers, mental wellness and mental health no longer carry the stigma of the past and have now become top of mind for employers and employees. No longer can we “rub some dirt in it” to get a fix when one in five adults each year is affected by a mental health condition and 55% of them go untreated1. The PEO industry has an amazing opportunity to further bring big business benefits to small businesses across the country by adding mental health solutions to product and service portfolios.

The pandemic was a wake-up call for many of the largest U.S. companies who have since implemented a wide range of initiatives to address mental health concerns among their employees. PEOs have a role to play in addressing the issue of stress in the workplace and the social stigma surrounding mental health, for our internal employees, for our clients, and for our communities.

PEOs are often on the forefront of new and innovative ideas to help employers and employees grow their enrollment. One idea that has recently gained traction in the health insurance market is the Individual Coverage HRA, or ICHRA1. ICHRAs are a new type of group health insurance that can provide significantly lower premiums and offer another avenue to win or retain business.

For today’s PEOs and the employers they represent, attracting and retaining talent requires facing challenges on multiple fronts. Workers’ priorities have shifted to center on health and wellness in the wake of the pandemic. Employers must recognize and support the “whole employee,”and attend to employees’ needs both on and off the clock. Runaway inflation has further raised the stakes, compelling small business employers to help their staff manage a higher cost of living amid steeper supply costs. And the Great Shuffle has heightened the competition for talent, empowering employees to leave if their needs are not met.

PEOs can contribute in a meaningful way to find and develop talent by offering internships. Many local universities have resources available to assist in starting an intern program, and talent is already in the pipeline waiting to be tapped. Since finding and keeping talent is a top concern for all employers, now is the time to do some research and begin developing a plan. With proper planning and implementation, an intern program can be very beneficial for the PEO, the student, and the PEO industry overall.

As insurance brokers, we know we have to start getting some quotes from PEOs, but most brokers are too scared to make the call. Why? It’s partially because we still mostly have no idea what a PEO is among other reasons. So, it’s up to you, the PEOs, to seize the opportunity! Convince us we should want to get quotes from you and make it easy for us. Better yet, teach us how a PEO really works and how businesses thrive with PEOs. Just get group brokers to love your PEO.

PEOs are uniquely positioned to lead the conversation about supporting caregivers with their clients to ensure caregiving in the workplace is no longer stigmatized. It starts with providing an objective view of their clients’ benefit strategies as well as organizational structure, and identifying the gaps in support for the worksite employees that might exist. When considering the benefits to implement as we come out of the pandemic, begin with evaluating the culture and environment within your client’s organization so you can help them design a benefits strategy that is tailored to that specific workforce.