Artificial intelligence (AI) is no longer a futuristic concept; it’s a reality. It's becoming a practical tool for HR teams when strategizing compliance and compensation. For professionals navigating pay transparency laws, shifting employee expectations and tight labor markets, AI offers both opportunities and questions.

• How can AI support more equitable, strategic compensation decisions?
• How do we ensure that automation complements, rather than replaces, human insight?

This post explores how AI is changing compensation practices, with a focus on actionable use cases, ethical considerations and tools that balance innovation with accountability.

Primary care physicians and advanced practice professionals provide a gateway to better health. They enable and direct preventive care, which in turn plays a significant role in helping people avoid chronic diseases, reducing overall health care costs.

Those benefits are quantifiable. For example, the National Center for Chronic Disease Prevention and Health Promotion reports that breast cancer screenings can reduce breast cancer deaths among 50- to 74-year-old women by 26% while promoting early diagnosis and reducing health care spending¹.

Employers seeking to mitigate risk and manage rising healthcare costs should be mindful of the need to strengthen their social contract with their workforce. That’s going to make it critical to step up their game with voluntary benefits: the more effectively they harness the power of their employee benefits data to get there, the better it’ll serve everyone’s interests.

Smarter use of analytics can help you design and offer health plans tailored to which employee groups they best suit – from low-wage earners to executives. Given the abundance of new benefits products and vendors, using employee benefits analytics is also a great way to clear the mud so you can focus on products that are the best fit for employees with unique needs.

For those of you who may not know me, I see a lot of concerts. There’s something about the way live music brings people together in a shared experience that’s both exhilarating and deeply human.

Just like a great concert relies on coordination behind the scenes, a strong compliance culture supports a company’s rhythm. It ensures that everyone—from front-line employees to leadership—knows the beat we’re marching to. It sets the stage for trust, safety, and integrity, creating an environment where everyone can perform at their best. For me, compliance isn’t about restriction; it’s about harmony. It’s making sure systems are in place so the show can go on without a hitch—whether that show is a Friday night setlist or a key business initiative.

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.

Take a look around your workplace. Notice anything different?

Maybe someone who used to be energized and dependable now seems checked out. Maybe Mondays come with a wave of absences. Burnout is quietly spreading. And those sudden resignations? They’re starting to feel like a pattern.

In the world of Leave of Absence (LOA) administration, each employer must decide whether to insource or outsource their LOA case management process. There are pros and cons for both strategies and even when outsourcing, there will be oversight. This article attempts to explore the factors an employer may consider when deciding on their LOA administration strategy.  

Insourcing LOA administration refers to managing these requests internally within your own organization. Typically, insourced or in-house LOA administration utilizes the employer’s own employees as part of an LOA group or team (i.e., case managers) and LOA case management software. This approach allows organizations to maintain direct control over the administration process, ensuring that policies are consistently applied and aligned with company culture. Alternatively, the outsourcing of LOA administration is exactly what it sounds like – it typically involves hiring a third-party administrator (TPA) or insurer to manage LOA administration on behalf of the organization. This option can take advantage of the TPA/insurer’s scalability, expertise, streamlined processes, and potentially reduce administrative burdens.

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. 

Did you know that women make up 57.6% of the US workforce? As an employer, you can collaborate with your health insurer to support this population through maternal health resources.

For example, mental health is a significant concern when it comes to maternal health, both during pregnancy and afterward. By understanding the full continuum of women’s health in the workplace, employers can empower employees to live healthier lives while also supporting retention efforts.

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).

The Paid Family and Medical Leave (PFML) landscape has become increasingly complex as states propose a variety of paid leave laws across the country, even though there were no new mandatory programs enacted in 2024. Multiple states are, however, working to finalize regulations and establish their PFML programs, beginning to collect contributions in 2025, and preparing to pay benefits in 2026. In addition, while various federal programs have been proposed with the goal of aligning practices across states, there has been little movement; and we expect, with the new administration, the stalemate will continue.

Outside of New England, California, Colorado, Delaware, Hawaii, Maryland, Minnesota, New Jersey, New York, Oregon, Puerto Rico, Washington, and the District of Columbia have mandatory paid family and/or medical leave laws in place. Employers should be aware of all paid leave laws for the jurisdictions in which they have employees working and ensure they comply with any and all applicable regulations.

In 2025, employee benefits are in the front row for both leadership and workforce interests.  It begs the question: What’s the view from this new seat, and why has this happened? NEEBC hopes the following answers the question.

An evolving benefits landscape in 2025 is certain. It is influenced by rising healthcare costs propelled by drug expenses, GLP-1 demand for weight loss, the growing complexity of medical treatments and high-cost claims, and the prevalence of chronic health conditions.  It will be further shaped by a new federal government administration, demand for talent with specialized skills including AI, and changing workforce expectations.

Pay equity—compensating employees the same when they perform the same or similar duties while considering legitimate job-related factors—is intended to help close the wage gap that still persists among groups of workers who have been historically underpaid.

While pay equity has been regulated on a federal level for decades through the Equal Pay Act and Title VII of the Civil Rights Act, states are stepping up their attention to the matter with a number of laws in recent years that provide even further protections such as:

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

Approximately half of the population goes through menopause, yet the subject is still stigmatized due to its connection to gender and aging. Many women hesitate to discuss their symptoms with healthcare providers often because of feelings of shame or a lack of awareness about what menopause actually is.¹ 

With women representing nearly half of the U.S. workforce, employers who fail to address menopause risk experiencing declining productivity among their organization.² Research indicates that when symptoms go untreated, it can result in costly, avoidable medical expenses and a decline in quality of life, both personally and professionally.

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.

In today’s U.S. workplace, behavioral health conditions and neurodevelopmental disorders are both more commonplace and more manageable than ever. According to the Disability Management Employer Coalition (DMEC), millions of working Americans struggle with mental health and substance use conditions.  These conditions can lead to challenges such as presenteeism, absenteeism, and reduced productivity, which in turn affect the workplace environment and employer costs¹. Both employers and employees need to adapt; both have a role in ensuring that these conditions don’t exclude otherwise qualified people from success.

The Americans with Disabilities Act (ADA) protects employees with behavioral health conditions and neurodevelopmental disorders if their condition substantially limits one or more major life activities. This includes conditions such as anxiety disorders, depression, ADHD, bipolar disorder, and schizophrenia. The ADA mandates that employers provide reasonable accommodations to qualified employees with disabilities, ensuring they can perform essential job functions without undue hardship to the employer².

"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