Over time, the needs of your organization and your employees change, so your benefits offerings also need to evolve. Here’s what to consider if you’re wondering whether your employee benefits package needs updating.
The annual review is key to keeping your benefits fresh and pertinent to your employees. While many of your employee benefits will remain the same, there’s also a good chance that others will change.
Over time, employees’ needs change, new benefits come into the market and certain offerings may become obsolete. However, you can keep abreast of employees’ needs and ensure your benefits package stays relevant by periodically surveying employees about their benefits. By doing so, you’ll learn whether they are satisfied with their current benefits, if they’re aware of all the features their plans offer and whether they feel anything is missing from their benefits package. An open, candid dialogue not only can help you ensure your benefits meet employees’ needs, but also allow them to feel heard and taken care of.
If your employees are asking for a benefit to be added to your package, crunch the numbers to see if it is worth the investment.
Also, regularly evaluate any health insurance benefits you offer to identify coverage gaps that you may be able to address.
For example, offering a voluntary, guaranteed-issue hospital plan that helps with unexpected costs of hospitalization can be helpful, especially with the increasing out-of-pocket costs that may not be covered by your traditional health insurance plan.
Even if you are currently unable to provide annual raises to your employees, enhancing your benefits package can be a great way to boost employee retention. By offering a package that includes benefits employees need and want, you help ensure that your organization continues to be an attractive place to work for both current employees and candidates.
Organizations with less than 50 full-time equivalent employees do not need to submit IRS reporting for employer-sponsored coverage. But if your business offers a health insurance plan that is self-funded, you will need to submit IRS reporting for minimum essential coverage. These deadlines are usually similar to the applicable W-2 reporting deadline and may change each year, so check with your insurance carrier or tax/legal advisor for annual updates.
As your business grows, stay up to date on benefits regulations to ensure your organization remains in compliance.
Aflac benefits advisors are here to help ensure your benefits selections continue to meet your organization’s needs.
Insurance carriers also have a number of resources available to help you with planning and managing your benefits offerings each year. Everwell™ powered by Aflac and its many alliances (including health insurance providers) can provide assistance in plan evaluation and maintenance. Aflac also has relationships with many local brokers who can help organizations fulfill their nonvoluntary insurance needs.
Learn more. Talk to your representative today.
This material is intended to provide general information about an evolving topic and does not constitute legal, tax or accounting advice regarding any specific situation. Aflac cannot anticipate all the facts that a particular employer or individual will have to consider in their benefits decision-making process. We strongly encourage readers to discuss their HCR situations with their advisors to determine the actions they need to take or to visit www.healthcare.gov (which may also be contacted at 1-800-318-2596) for additional information.
Aflac herein means American Family Life Assurance Company of Columbus and American Family Life Assurance Company of New York.
This article is for informational purposes only and is not intended to be a solicitation.