“What happens when someone gets really sick?” It’s the number one question we get once we start talking about how Health Spending Accounts (HSAs) can take care of life’s expected medical expenses.

When it comes to group benefits, we're all looking for ways to save money and control costs without sacrificing our team’s coverage. However, these shortcuts tend to provide a Band-Aid solution that damages the plan’s integrity.

The concept of "skin in the game", is no exception.

Have you ever been overwhelmed by a renewal report where you’re being told you will be paying more in premiums without an explanation as to why?

What you’re really getting with a premium-based benefits plan is one that provides a perception of value and comes with a recurring cost that you end up paying “just in case.”

Move over salary, you're not the only part of compensation people want nowadays! As competition for new hires ramps up, the need for valuable, equal benefits follows.

Minimum pay equals minimum effort, act your wage, no time for overtime – these are some popular mindsets making headlines in today's workplaces. This mindset is called Quiet Quitting.

In an industry full of jargon, clearly explaining benefits features is super-important. It's necessary to clearly describe the different group plans, their names, and features in order to properly equip plan sponsors.

What’s top of mind when we present our benefit solutions? Drug coverage. Whether it’s how drugs are covered under Blendable benefits, or what other options exist to help with costs, drug questions are always part of the conversation.

We break down the truth behind flex benefit programs and why they may not be as flexible as they're portrayed!