COBRA

Increasingly front and center for technology outsourcing driven by employers’ focus on compliance and consumerism.

The biggest catalyst for change since Medicare, private exchanges and their defined contribution model are influencing the entire Benefits Administration marketplace.

Terminated employees have more and better choices for continuing coverage, thanks to the ACA and required notifications about public exchanges and possibilities for private exchange insurance.

Tools to assist/ensure ACA compliance are now integral to many HR Technology and Benefit Administration platforms, or available as stand-alone products.

New technologies are changing the way employers manage spending accounts and how employees use them, incentivizing greater use (and savings) for everyone.

More plan options stemming from Defined Contribution calls for more support to help employees make smart decisions about how to choose and use their benefits.

As the management of human resources shifts from the traditional “employment” model to one where companies manage their staffing needs using a range of solutions, e.g., part-time staff, contingent workers and consultants, Human Capital Management (HCM) technology is increasingly critical to providing a framework for supporting the entire hire to retire process.

In the drive to control healthcare cost, wellness has moved squarely into the employer purview with blurring lines between the carrot and the stick.