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 23rd 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).
Brennan emphasized that AI can streamline operations in benefits navigation, communication, and employee support, and he encouraged companies to experiment with AI through pilot programs. These pilots can uncover ways to release potential, boost productivity, and prepare organizations for the future. At the same time, he highlighted the importance of developing AI systems with proper risk controls to ensure the well-being of employees while enabling organizations to thrive.
2. The Evolution of Leave Management
Leave management continues to evolve as workforce needs become more complex. Tina Conte from Empathy, Jason Endriss from Alight, Evan Falchuk from Family First, and Luba Pale from Marsh McLennan Agency discussed the growing importance of caregiving leave as more employees face the challenge of caring for aging parents. According to the panel, 21% of adults provide unpaid caregiving support, a trend that significantly affects productivity and employee stress levels. Furthermore, 76% of employees don’t have a plan in place for time off due to loss, making bereavement leave a key area of focus.
The session also highlighted the expanding scope of leave benefits, including new paid leave for caregivers, safe leave for domestic violence survivors, and expanded definitions of family members. Employers are increasingly being asked to adapt to state-level requirements and to offer more flexibility in leave policies. As a result, companies need to focus on benchmarking their leave offerings against peers, creating a robust ROI case for leadership, and implementing technology solutions like AI to streamline leave processes.
3. GLP-1 Jeopardy
Using a game-show slant to this educational session on GLP-1 medications, traditionally used in managing diabetes and obesity and now weight loss, audience members leaned into the incredibly transformative promise attached to this class of prescription drugs. Featuring experts and practitioners including Robert DiFabio from Waters Corporation, Tara Gerasia from Aetna, James Gilroy of Lilly, and Gina Julian, MS, RD, from Brown & Brown, the session quizzed participants on not only GLP-1s latest developments but teased at the science’s leap-frogging forward nature in support of other serious health issues. As urgently as 2030, the data presented foreshadows that these medications likely will include far greater scope for employee health benefits.
4. Reimagining Employee Health Benefits: New Alternatives to Group Plans
A significant portion of the conference was dedicated to rethinking traditional group health insurance offerings. Alexa Baggio of Kolective HR and Jack Myers of LukeJackson Benefit and HR Solutions explored alternatives like Individual Coverage Health Reimbursement Arrangements (ICHRA) and Qualified Small Employer Health Reimbursement Arrangements (QSEHRA).
ICHRA is gaining traction because it provides employees with more choice and flexibility, offering a defined contribution towards purchasing their own health insurance, rather than sticking to a traditional group plan. This alternative is particularly appealing as it allows employers to save on rising premiums while also ensuring employees have access to plans tailored to their needs. A real-world example highlighted the potential savings of transitioning from a group health plan to an ICHRA, showing a 48% reduction in health insurance costs for a mid-sized employer.
QSEHRAs, designed for small businesses with fewer than 50 employees, also offer a flexible and cost-effective solution, though adoption remains relatively low. Both ICHRAs and QSEHRAs represent the future of employee health benefits, giving employers the ability to offer affordable, customized healthcare options while controlling costs.
5. The Rise of Pet Benefits in the Workplace
In an unexpected but increasingly popular trend, Jodi Gruber from Wagmo and Mike Drago from Aon discussed the growing adoption of pet benefits in the workplace. As more people view their pets as family, providing pet insurance and support for pet-related expenses has become a sought-after benefit in some organizations. These benefits not only help employees manage pet-related costs but also serve to strengthen employee engagement and satisfaction. As this trend gains momentum, employers are exploring ways to integrate pet-related benefits into their broader wellness initiatives.
Key Takeaways:
- AI is transforming the way employee benefits are managed, enabling more efficiency and personalized support for employees. Organizations must explore AI solutions to stay ahead.
- Leave management is becoming more flexible and comprehensive, with employers expanding benefits to include caregiver and bereavement leave. Addressing these needs will be essential for attracting and retaining talent.
- Science is only scraping the surface of what GLP-1s are predicted to support in the future. While employers now are considering ways to effectively include these prescriptions in employee health benefits focused on weight loss, there’s more opportunities on the horizon.
- Alternative health benefit models like ICHRA and QSEHRA are an alternative worthy of consideration for some employers within the changing landscape of employee health plans, sometimes providing more choice, flexibility, and cost savings for employers and employees.
- Pet benefits are rising in popularity, providing a unique way for employers to support employee wellness and engagement in an increasingly pet-friendly culture.
As these innovations continue to reshape the benefits landscape, it’s clear that organizations need to stay agile, adopt new technologies, and remain focused on the evolving needs of their workforce. The future of employee benefits is not just about offering traditional benefits — it’s about creating flexible, personalized, and impactful solutions that improve overall employee well-being and satisfaction.
Erin Sarin, Head of Total Rewards, Avadel
VP of Administration for NEEBC’s Board of Directors