Employee benefits are an essential part of any employee value proposition. Employers have continually used their comprehensive benefits plan to attract and retain top talent in competitive job markets for decades.

As we continue into Q1 of 2021, there is no question that 2020 was a year that will go down in history. Between the pandemic and natural disasters to the changing political landscape, we saw a shift in the benefits employees desired and needed.

Health insurance is essential to help cover medical costs. However, the patient can easily get confused when they need to determine which of their doctor visits and medical expenses will be covered versus those that won’t. It becomes even more confusing when the patient’s doctor is unexpectedly gone from their current health plan.

The question comes down to whether your doctors and other healthcare providers are in network vs out of network.

More and more people are turning to chiropractic care to treat acute and chronic pain and disorders of the nervous and musculoskeletal system. According to the National Health Interview Survey (NHIS), the use of chiropractors increased from 9.1% to 10.3% from 2012 to 2017. Per the American Chiropractic Association, it is estimated that more than 35 million Americans see chiropractors each year.

The new normal is a regular topic of conversation. However, this isn’t necessarily a water cooler conversation at the office. Wearing masks, concerns of contracting COVID, being home a lot more often, educating our kids from home, and work from home jobs are all part of our current “normal.”

Unemployment insurance is provided to unemployed individuals that meet specific eligibility requirements set forth by the state in which they live. In the state of California, unemployment insurance is available to individuals who meet the monetary requirement of working and earning a certain number of wages within the previous 18 months before filing. They must also be unemployed through no fault of their own, be available and able to work, be willing to accept suitable work offered, and be actively seeking employment to qualify. Once an individual is approved for unemployment benefits, they must recertify each week to continue receiving weekly benefits.

Millennials are now at the stage in life where they need financial services. Many have already begun securing student loans, purchasing or renting homes, buying cars, and auto insurance policies. They also need health insurance for themselves or a family. Having children adds another layer of assessment for present and future financial services. 

The importance of mental wellbeing was already gaining traction pre-COVID-19. With employees having to deal with the pandemic due to COVID-19, it has become a primary topic of conversation at company leadership meetings across the board. Companies are discussing ways to step up to the plate and support their employees by expanding their mental health benefits to help employees cope.

We typically don’t like to think that we might one day be disabled and unable to work due to an illness or injury. Statistics show, however, that disabilities occur at all ages. Per the Council for Disability Awareness, one in four 20-year-olds will be disabled prior to reaching retirement age.

What would happen if, one day, you found yourself facing an illness or injury that meant you couldn’t work for a period of time? Even if you wanted to go back to work as soon as possible, the doctors have advised against going into the office or even working from home. Instead, you need to take some extended time off from work to heal and recover. 

What is an employee value proposition (EVP)? Like a unique value proposition (UVP) — which is the value a company provides to consumers that sets it apart from the competition — an EVP is the value a company provides to employees that sets it apart from other employers. Essentially, an EVP is the perceived value that working at your organization brings to current employees and potential employees.