Future Trends: The Shape of Employee Well-Being Programs

Publisher: WebMD Health Services

Access this content

Your content has been opened.

Please verify you are a human before downloading this content.

Future Trends: The Shape of Employee Well-Being Programs has been emailed to . Entered the wrong email?

Don't see the content in your inbox?
Make sure to check your spam and other messages folders.

Can't get to your email right now?

To complete your registration and access this content, enter the sign-in code sent to your email.

Please enter a valid verification code.

Code sent to:

Also, remember to check in your spam, promotions, and other folders.

Your Email

Your Full Name

Your Company

Your Job Function

Register to access SHRM Human Resource Vendor Directory content

Your work email

Register to access this content

Your Work Email

Your Full Name

Your Company

Your Job Function

By accessing content on the SHRM Human Resource Vendor Directory you agree to our Terms of Service and Privacy Policy; and, you acknowledge that your information may be shared with the content publisher.

Future Trends: The Shape of Employee Well-Being Programs

The Business Group on Health recently released two studies that shed light on how employers intend to shape their well-being programs, as well as what employees would like to see in their workplace well-being offerings. While the studies themselves were conducted prior to the pandemic, the insights they reveal are perhaps even more important as we consider how our public health crisis will impact employee physical and emotional wellness over the next year.

Similar content you might be interested in

2024 Inflation Adjusted Amounts for HSAs

Publisher: Benefits Square

2024 Inflation Adjusted Amounts for HSAs The IRS released the inflation adjustments for health savings accounts (“HSAs”) and their accompanying high deductible health plans (“HDHPs”) effective for calendar year 2024, and the maximum amount that may be made available for excepted benefit health reimbursement arrangements (“HRAs”). All limits increased from the 2023 amounts. Annual Contribution Limitation For calendar year 2024, the limitation on deductions for an individual with self-only coverage under a high deductible health plan is $4,150; the limitation on deductions for an individual with family coverage under a high deductible health plan is $8,300. High Deductible Health Plan For calendar year 2024, a “high deductible health plan” is defined as a health plan with an annual deductible that is not less than $1,600 for self-only coverage or $3,200 for family coverage, and the annual out-of-pocket expenses (deductibles, co-payments, and other amounts, but not premiums) do not exceed $8,050 for self-only coverage or $16,100 for family coverage. Non-calendar year plans: In cases where the HDHP renewal date is after the beginning of the calendar year (i.e., a fiscal year HDHP), any required changes to the annual deductible or out-of-pocket maximum may be implemented as of the next renewal date. See IRS Notice 2004-50, 2004-33 I.R.B. 196, Q/A-86 (Aug.16, 2004). Catch-Up Contribution Individuals who are age 55 or older and covered by a qualified high deductible health plan may make additional catch-up contributions each year until they enroll in Medicare. The additional contribution, as outlined by the statute, is $1,000 for 2009 and thereafter. Excepted Benefit HRA Adjustment For plan years beginning in 2024, the maximum amount for an excepted benefit HRA that may be made newly available for the plan year is $2,100.

Download Content »

5 Things Staffing Companies Should Consider When Choosing an Electronic I-9 Vendor

Publisher: Clear I-9 | Cost-Effective & Remote Form I-9 Compliance

Not every Form I-9 compliance solution can support the Staffing Industry or help Staffing organizations to meet I-9 compliance requirements. Download this e-book to learn more about what to look for.

Download Content »

What To Know About Nondiscrimination Testing

Publisher: RTO Benefits

If you have a Flexible Spending Account (FSA) or a Premium Only Plan (POP), the IRS requires you to submit to non-discrimination testing once a year. This is to ensure that a company's Medical or Dependent Care FSA treat all employees equally, and do not favor key or highly-compensated employees (HCEs)

Download Content »