Fidelity, Lifesum, Lyra benefits keep employees healthy

Fidelity, Lifesum, Lyra benefits keep employees healthy

Your employee benefits package should be robust enough to support every aspect of employee well-being, whether it’s their financial, physical or mental health.

When employees feel supported in these areas, they thrive and also feel loyal to their companies. This is an important element, as employees increasingly feel distrustful of their employers after layoffs. Benefits are just one way to regain and rebuild trust and take care of employees who stick around.

When we are talking about financial well-being, Fidelity recently launched a new benefit that will eliminate the work of setting up a student loan matching program in an existing 401(k) plan. Under a new provision in SECURE 2.0, employers can contribute to an employee’s retirement account while paying off their student loan debt. Helping employees juggle both financial priorities can set them up for current and future success.

“When you’re heavily burdened with debt that you have to pay each month, it can prevent you from taking those long-term savings steps,” says Amanda Hahnel, vice president and head of student debt retirement at Fidelity Investments. “We make it easy, quick and secure to help employers determine who is eligible for benefits and even help with year-end matching calculations.”

Read more about the program and why it’s important to help employees pay off their student loans: Fidelity is offering a new SECURE 2.0 student loan support benefit

Employers know they need to have a health benefits plan that covers them chronic health conditions such as cancer, diabetes and heart disease. But many employers may be missing a key driver of health care costs and absence from their competence: Gastrointestinal problems such as irritable bowel syndrome (IBS), acid reflux and hemorrhoids. Yet even the right treatment does not guarantee that people will be able to return to normal.

“You can’t fix the gastrointestinal tract just by throwing doctors at the problem,” says Sam Jacktel, founder and CEO of Ayble, an employee benefits company dedicated to gut health. “To manage a condition, you need to use tools that use technology and people together to manage the patient holistically. We are here to truly improve and be the connective tissue 99% of the time patients are out of the clinic. “

Read more about Jactel’s platform and how it tackles the hidden costs of gut issues: Why employers should add gut health to their benefits offerings

Some employee benefits don’t have to be expensive or necessarily life-changing to make an impact. Helping employees make better decisions about what they eat can support overall well-being and increase productivity in the workplace. In the Lifesum healthy eating platform, employees get access to personalized nutrition guidelines, and in addition, employers can ensure that these habits extend into their workplace practices.

“Stock the workplace kitchen or vending machines with a variety of healthy snacks, such as fruit, nuts and yogurt [and] encourage employees to choose these options over less nutritious alternatives,” says Wesley Roeka, director of workplace wellness at healthy eating platform Lifesum. “Instead of team happy hours, team cookouts can be a great way to educate employees about healthy recipes while offering team-building opportunities at the same time.”

Read on for more tips on improving eating habits at work: 5 ways to help employees eat healthier at work

Employees increasingly need help and support for their mental health. According to Lyra Health’s latest report on the state of mental health in the workforce, 87% of employees have experienced at least one mental health challenge in the past year. Although stress and burnout are still common challenges for employees, many of their mental health needs have become more complex: 11% deal with severe or chronic depression or anxiety, while 5% are substance use disorder management. Suicidal thoughts have also increased, with 5% of employees struggling with it, up from 3% in 2022.

“Employers need to expand their mental health care offerings and anti-stigma campaigns,” Dr. Joe Grasso, vice president of workforce transformation, said in the report. “We need education campaigns that promote the idea that these dire moments of crisis can happen. It’s time to say these words out loud in the workplace.”

Read about the comprehensive mental health care you need to provide to your workers: Not getting better: 87% of employees struggle with mental health issues

Leave a Comment

Your email address will not be published. Required fields are marked *