HR Insights

Certain industries have always had high workers' comp costs. Manufacturing and Construction top the lists for worker injury and death, respectively.

Employers with high levels of on-the-job injury can minimize employee risk, workers' compensation cost, and employer liability by making certain changes.

"I thought health insurance was health insurance," says a woman profiled after incurring $19,000 following a broken wrist that her employer health insurance did not cover.

Like many who have switched insurance providers during ACA transition, this story shows how a misunderstanding of convoluted information can result in poor coverage.

Wild new benefits packages are defining the corporate landscape.

From onsite haircuts to complementary egg-preservation to unlimited vacation, America's largest corporations are vying for the best talent with lavish perks.

But it isn't just the world's biggest businesses which are opting for non-traditional benefits.

American employers have long been required to cover maternal care costs for employees and their spouses. However, most of these benefits have not historically been extended to employees' dependent children.

Under the Affordable Care Act, adult children may remain on their parent's health plans until the age of 26, and many parents are being forced to pay out-of-pocket for the pregnancy costs of their adult children.

Worldwide, workers are increasingly doing their jobs from remote and virtual offices.

Whether working from a desk or a coffee shop, health and safety concerns still exist.

Fitness, ergonomics, and proper techniques applied to simple manual tasks can ensure that virtual office workers don't suffer gradual injury over time.

Anxiety and depression are common in the workplace.

The stigma of mental illness is wearing away, and employers are willing to work to help their employees achieve a healthy state of mind.

Legal experts advise these employees to speak to HR sooner than later, and to take an active part in solutions.

Millennials appreciate gym memberships and other outside health benefits.

But many want healthy living to be a bigger part of their at-work life.

The availability of wholesome foods and a sense of healthy collaboration are two of the biggest factors that breed Millennial happiness in the workplace.

A Rand Corp. study shows how to get employees to participate in wellness programs.

The most effective method is by providing comprehensive plans, covering health screening, lifestyle improvement, and disease management.

The alternative is to offer a limited plan, but give employees a bunch of incentives.

Employees show that they need at least $100 in incentives to approach the participation rates surrounding quality wellness plans.

Versatile doctors save their patients an average 35% each year.

In an era of specialists and referrals, the comprehensive family doctor is finding new relevance.

80% of American physicians are now specialists.

But the economic savings that can come from versatile, quality Primary Care seem like a no-brainer.

Millennials are more likely than other working generations to forego a promotion or take a pay cut in order to maintain a healthy work-life balance.

With 80% of Millennial couples having both partners working full time, they nonetheless want workplace flexibility for personal happiness and fulfillment.

Studies show that some employers get it, others don't.