In today’s complex world of work, employee wellbeing has become more than a buzzword—it’s a critical pillar of sustainable business performance. Yet, approaches to wellbeing vary significantly across countries, shaped by cultural norms, government policy, and societal expectations. From Scandinavia’s flexible work structures to Japan’s growing mindfulness culture, global perspectives offer valuable lessons for organizations looking to create more inclusive and effective wellbeing strategies (globally or domestically).

As companies operate across borders—or manage multicultural teams—there’s an opportunity to learn from international wellbeing models and adapt them to diverse workforces. Below are five approaches to employee wellbeing from countries outside the US and across the globe and what organizations can take away from them.

Technology is transforming health care with enhanced data insights, personalized solutions, and simpler tools that help members achieve their health ambitions.

With three out of five Americans saying the health care system is stressful to navigate, technology – AI specifically – is transforming employee plan member experiences.¹ This is important as positive experiences improve outcomes and reduce high-cost services such as avoidable emergency room visits.² Encouragingly, the shift is already underway and Americans are embracing the change, with one in five ready to use generative AI as a doctor’s assistant, and most are willing to use AI to help support routine health care activities, like scheduling appointments, refilling medications and updating contact details.³  

Pelvic floor pain for women can be caused by many factors. Your employees or their family members shouldn’t have to suffer alone.  Learn about the different treatment options and expert recommendations that you can share with your workforce and their loved ones. 

You go running for the first time in months. The next day, your legs are stiff and crazy sore. You volunteer to help your friend move and wake up the next morning with your back a little achy. When it comes to pelvic pain, however, the who-dun-it may not be so obvious. It hurts when you pee — but it’s not the tell-tale sting of a urinary tract infection. Your pelvis feels heavy and achy, but you’re not on your period. Get this: These symptoms could be a muscle thing, too. Just like your thighs and calves, the muscles in your pelvic floor can get tight or inflamed and lead to symptoms that may interfere with everyday life. And just like for other muscles, there are steps you can take to find relief. 

For a third consecutive year, The NEEBC community gathered to connect and learn about ever-developing innovations making a difference for the workforce.  NEEBC’s January 23^rd sold-out conference – Innovation in Employee Benefits: Changing the Game – provided an exciting window into the future of employee benefits, discussing cutting-edge developments in areas such as Artificial Intelligence (AI) in HR, leave management, and health benefits. Here’s a summary of the key topics and insights shared throughout the event.

1. AI-volution in Employee Benefits
Mike Brennan, Partner of HR Digital Transformation Services at Mercer, led an engaging discussion on the transformative impact of AI in the employee benefits space. Brennan outlined how AI can drive productivity and enhance employee value. The future of work, he suggested, will shift from routine tasks (HANDS work) to more strategic thinking (HEADS work) and eventually towards work that fosters human connection (HEARTS work).

At a time when everything seems to cost a little more, employees may be hesitant to use health care services — especially if they do not know the cost beforehand. For many, cost can be a top barrier to accessing health care. In fact, 7.1% of Massachusetts adults avoided health care due to costs in the previous year, according to the 2023 America’s Health Rankings report.¹ While across the U.S., 43% of insured working-age adults with employer-sponsored health plans said it was very or somewhat difficult to afford their health care.²

People who do not pursue needed health care may run the risk of poorer outcomes that can exacerbate chronic conditions and may drive increased medical costs. Fifty-four percent of people with employer-sponsored coverage who reported delaying or forgoing care because of costs said a health problem of theirs or a family member got worse because of it.³

By 2030, all Baby Boomers in the U.S.—those born between 1946 and 1964—will have turned 65, with about 11,000 of them coming of age every day until then.¹ But as these workers make the transition to retirement, one concern that’s top of mind for many is how they will obtain and pay for health care. “People are generally a little uncomfortable thinking about health care in retirement because they are going into the unknown, it’s complex, and people fear doing it wrong and paying huge penalties,” one benefits leader said. “It’s important to find a way that makes it simple for people to understand and less scary.”

When employees don’t see a sustainable path to pay for health costs, they may delay retirement.² Nearly one in five reported that they had done so to keep their insurance, which can hinder new recruitment and increase overall employer health costs.³ The question for employers is no longer why they should support employees in the transition to retirement, but how they can best smooth the path forward. Here, we’ll examine the challenges workers face as they enter this new phase of life, and the ways that employers can help these employees make a soft landing into retirement.

"Benefits by Life Stages" was the overwhelming response to a recent NEEBC survey gauging interest in various benefit topics.  Perhaps this response shouldn’t be a surprise.  For the first time ever, workplaces may have up to six generations in their workforce¹, spanning across as many life stages².  While each generation is typically at a different life stage with unique benefit priorities, there may be some overlap.  As shown in the diagram³ below, each stage has unique employee benefits priorities. Recognizing and addressing these diverse needs – both by life stages and generations – and reconsidering a one-size-fits-all approach to plan design may lead to a more engaged, satisfied, and loyal workforce.

Characteristics and Recommended Employee Benefits
by Life Stage

Navigating the intricacies of Flexible Spending Accounts (FSAs) can be challenging for both employers and employees. Typically, there are three types of FSAs:

1. Traditional Medical FSA
2. Limited Purpose Medical FSA: For employees with a High Deductible Health Plan (HDHP) and an HSA, allowing them to set aside pretax funds for vision, dental, and orthodontia expenses.
3. Dependent Care FSA: For employees who pay for eligible services such as preschools, summer day camps, or after-school programs.

According to SHRM’s 2023 Employee Benefits Survey, 62% of employers offered an FSA plan to their employees. Despite the popularity of FSAs, a recent report from the Employee Benefit Research Institute (EBRI) reveals a concerning trend: a significant increase in FSA forfeitures, with over 50% of Medical FSA participants leaving unused funds in their accounts by the end of 2022.