Sleep Is HR’s #1 Untreated Employee Health Problem
36% of employees rank sleep their #1 mental health challenge in 2026. HR ranks it fifth. Here is what that gap is costing employers and five evidence-based actions to close it.
36% of employees rank sleep their #1 mental health challenge in 2026. HR ranks it fifth. Here is what that gap is costing employers and five evidence-based actions to close it.
Indication-based GLP-1 exclusions have become one of the most rapidly evolving compliance questions in employer health plan law. Here’s what HR and benefits teams need to review before open enrollment — covering ADA, HIPAA, state law, and the wellness program trap.
As spring winds down and the temperatures start to rise, many of us begin to shift out of winter routines.
OPM has elevated well care and a third of employers are mid-RFP. Here’s how benefits consultants can reframe behavior change as a cost containment lever right now.
Most workplace mental health programs are built for crisis. Mental fitness is what happens before crisis — the habits, skills, and emotional capacity employees build proactively. Here’s what the shift means for HR leaders in 2026.
Health insurance costs for small businesses are rising faster than at any point in the last 15 years. Peer-reviewed research shows wellness programs return $3 to $6 for every dollar invested, but what actually generates those returns, and what does not, is worth understanding before you pick a program.
Chronic conditions are driving a projected 9% rise in employer healthcare costs in 2026. Here’s what the evidence actually says about which programs work.
Vaping is climbing among working-age employees, but most workplace cessation programs were built for cigarette smokers. 85% of employees want quit-vaping support and only about a third of employers offer it. Here is what the recognition gap looks like inside your workforce.
The gap between what working caregivers are carrying and what HR dashboards actually see is 56 points wide. Here’s what caregiver burden looks like inside a mid-sized workforce, why the standard benefits stack misses most of it, and what the peer-reviewed evidence actually points to.
Learn how health and wellness companies support active lunch breaks with flexible ways to move, helping teams feel better without extra work.