As the United States begins to reopen from the COVID-19 pandemic and state-wide quarantine orders lift, many questions are emerging for employers about the months ahead, particularly about how they can continue to prepare for the unexpected. How should organizations start bringing employees back to worksites, open their doors to customers and re-start regular business activities in a world so drastically impacted by social distancing? And how will benefits planning shift in this new economic re...

As the United States begins to reopen from the COVID-19 pandemic and state-wide quarantine orders lift, plenty of questions are emerging for employers. How should companies start bringing employees back to worksites, open their doors to customers and re-start regular business activities in a world so drastically impacted by social distancing?

The COVID-19 pandemic is an unprecedented event, and businesses are adapting to new and unexpected circumstances. Recent legislation has been enacted to assist both employers and employees. Specifically, the Families First Coronavirus Response Act (FFCRA) has been passed provide paid leave for employees at businesses with fewer than 500 employees.

There’s so much more to helping your workforce prepare for the unexpected than offering just medical and dental insurance. 

For me and, after talking to other small businesses, for others too, employee turnover is a huge issue. When you only employ a handful of people, if one of them leaves it creates a real hole. And that’s before you even get started on the cost of replacing them and the productivity issues and lower morale caused by others having to cover their work. So the more we, as businesses, can do to keep our top talent, the better, right? But how? 

Find out which benefits and perks employees value the most. By adding these five things to your health and wellness offering, you can better attract and retain employees.

Learn how these benefit trends could impact your employee recruitment and retention. With more employers adding these five benefits, you may want to consider them for your business.

Paula Lee, an employee who previously had melanoma, took advantage of meeting with a Colonial Life benefits counselor, Cathy. Little did she realize how soon she'd need help from those benefits.

As a small employer, you might feel lost in the sea of larger competition with benefits you think you can’t match. But, don’t forget: you can use your company’s size to your advantage.

Could one hour today really save you hours ­– and thousands of dollars – tomorrow? Imagine taking an hour out of your employees’ day and dedicating it to benefits education. That hour could be one of the most impactful meetings you have with your team.