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Even if the employer has not yet implemented nudge technology in their workplace, their third-party administrators, health insurance providers, wellness vendors and other vendors are likely using it, challenging total rewards professionals to stay ahead of the compliance issues and be aware of the potential negative impact on workplace culture.

A key part of those efforts involves markedly greater scrutiny of healthcare partners, vendors and providers.

Employers can require timely aggregate reporting from every vendor, which should include care delivered and handoffs or interactions with other providers or vendors.

Levin-Scherz said solutions include improved integration by seeking to consolidate vendors and simplify employer ecosystems, or by procuring point-solution vendors through health plans or pharmacy benefit managers.

For example, there will be a dominant vendor for the education industry and a different lead vendor for the healthcare industry.

Online retailer Boxed pays the college tuition for all employees’ children.

Beware of Consumer Scams After a natural disaster, unscrupulous vendors can prey on those under tremendous stress.

Benefits utilization reports from internal databases and external vendor reports should show who uses the benefits (by age, gender, etc.) and how often.

Not theoretical futures or vendor demos, but real examples of what they have tried, what has worked, what surprised them, and where they are still experimenting.

Simplification Through Vendor and Data Consolidation Let’s face it, comp professionals and HR technology teams aren’t exactly mourning the idea of fewer vendor relationships.