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Of companies polled, 45% said they are applying pay differentials as a premium or discount to either a baseline/single pay structure or individual pay, and 24% create separate base pay structures for different geographic locations.

Workspan Daily article; As open enrollment season for employer-paid healthcare approaches, many total rewards (TR) leaders are challenged with delivering tough news — including rising premiums and reduced coverage — while encouraging employees to engage with their benefits.

As supplemental premiums are paid by the employee, this no-cost strategy allows your company to offer lower healthcare premiums without shifting unreasonable risk to the workforce.

Overwhelmed with variations in premiums, deductibles, prescription costs, copays and coinsurance amounts, employees may often select a plan they later come to regret, perhaps profoundly so.

Qualified Small Employer Health Reimbursement Arrangements A QSEHRA is a health benefit plan that allows small businesses (those with less than 50 employees) to provide tax-free reimbursement for healthcare expenses like insurance premiums and out-of-pocket costs.

Access a bonus Workspan Daily Plus+ article on this subject: ;Health Insurance Selection Checklist for Employees; The report, based on a poll of 2,011 privately insured U.S. adults aged 21 to 64 years old, found that most working Americans had a solid understanding of coverage basics, such as premiums (86%) and deductibles (82%).

The guidance reminded that only overtime required by the FLSA (and only the “half time” overtime premium) qualifies for the deduction.

To lower costs, the WTW survey found : ;73% of employers plan to carve out pharmacy benefits over the next few years ; ;51% expect to adopt plan design or network strategies that steer employees to lower-cost or higher-quality providers, sites of care ; ;34% of employers plan to shift costs to employees through premium contributions ; ;2 7% would consider a smaller PBM (pharmacy benefit manager) that offers alternate pricing models. ; ; Ihrke also offered these strategies to help employers respond to rising overall healthcare costs : ;Modernize plan offerings to optimize high-performing healthcare delivery strategies, coupled with options that meet individual needs from affordability to savings. ; ;Evaluate vendor partnerships by conducting analytic performance reviews, audits and marketing to identify the best financial optimal partners to meet objectives . ; ;Prioritize micro-strategies for the key cost drives balancing attraction and retention.

Patel said employees could expect paycheck deductions for health coverage to rise 6% to 7% on average in 2026, as their share of the premium typically increases proportionally with overall plan cost.

She noted common warning signs for leaders who may lack empathy include: ;Dismissive language; ;Chronic defensiveness; ;Low trust scores; ;High turnover clustered under specific managers; Jordan suggested utilizing 360-degree feedback and anonymous engagement surveys to identify gaps and collecting exit interview data to help pinpoint problem areas.