There are currently five different generations in the workforce, which means they all have various expectations for benefits that can accommodate where they are in life. Nearly one-third of all employers and 40% of organizations with 1,000 or more workers said that it can be a challenge "meeting the needs of the multigenerational workforce."²

As a result, more employers are realizing the need to provide "a wider variety of benefits options." The solution is a comprehensive approach to offer employees products and programs that support them physically, mentally, financially, and professionally while helping them connect to their community.²

This means offering major health insurance, supplemental benefits, and unique opportunities that empower employees and enhance their well-being. This approach is also an asset for recruiting talent. Examples of non-traditional benefits include caregiving programs, identity theft protection, mental health days, debt management counseling, pet insurance, virtual health care, and more.

Open enrollment usually happens at the end of the year, but the preparation doesn't. Employers have an opportunity to leverage numerous tools, seek and understand their employees' needs, and implement strategies that will educate and inspire their employees to confidently participate in enrollment.