Whether it is a weekend road trip or visiting family across state lines, travel brings excitement and sometimes unexpected surprises. Flights and hotels are easy to plan for, but medical emergencies and accidents away from home often are not. This is where voluntary benefits can provide valuable peace of mind.

When traveling out of state, most major medical plans cover emergency care, but costs can add up quickly if care is received out of network. Higher deductibles, copays, or unexpected medical bills may follow, even for routine care.

Accident Insurance That Travels

Trips often involve activities outside the everyday routine, such as long drives, hiking, amusement parks, or recreational sports. Accident insurance offers cash benefits when a covered injury occurs, helping offset expenses such as deductibles, transportation, lodging, or time away from work.

Accident insurance follows employees wherever they go within the U.S. Benefits are paid directly to the insured and can be used as needed, providing flexibility when unexpected events occur.

Hospital Indemnity Insurance for Added Support

A hospital stay away from home can disrupt more than just travel plans. Hospital indemnity insurance, also known as Medical Bridge insurance, provides fixed cash benefits for covered hospital admissions and stays, regardless of provider network.

These benefits can help offset out‑of‑network costs, travel changes, accommodations for family members, or everyday expenses back home, offering additional financial support during recovery.

Travel With Confidence

When traveling outside the home state, voluntary benefits such as accident and hospital indemnity insurance can help fill coverage gaps and reduce financial concerns. With the right protection in place, employees can focus on enjoying time away and returning to normal if the unexpected occurs.

Partnering with Pierce Group Benefits

Voluntary benefits play an important role in supporting employees, whether they are close to home or traveling. By offering these benefits, organizations demonstrate a meaningful commitment to employees’ financial well‑being and peace of mind, even on vacation. Pierce Group Benefits partners with employers to design voluntary benefit strategies that complement existing coverage and meet the evolving needs of today’s workforce. To learn more, contact your Pierce Group Benefits Account Executive or email partnership@piercegroupbenefits.com.

Rising healthcare costs continue to challenge employers trying to maintain competitive benefits while managing tighter budgets. Employer health plan expenses are expected to increase by about 7% per employee in 2026, forcing many organizations to explore alternative benefit strategies.

One increasingly common solution is voluntary benefits, which are supplemental benefits employees can choose and typically pay for through payroll deductions. These benefits allow employers to expand their offerings without significantly increasing benefit costs.

Expanding Benefits Without Increasing Employer Spending

Voluntary benefits allow employers to add coverage options without fully funding them. Plans such as accident insurance, hospital indemnity, and critical illness coverage are often employee-paid, making them a cost-effective way to build a comprehensive benefits package.

This strategy has become widely adopted. In fact, 87% of employers offer at least one voluntary benefit, showing how organizations are expanding benefits while maintaining budget control.

Improving Retention Without Increasing Salaries

Benefits play an important role in employee retention. Replacing an employee can cost 50 to 200 percent of their salary, which makes retention strategies critical for controlling workforce costs.

Research shows 83% of employees are more likely to work for an employer that offers supplemental benefits, and 77% say voluntary benefits are an important part of a comprehensive benefits package.

For employers, recruiting and onboarding are ideal times to highlight voluntary benefits so new employees understand the full value of their total compensation package.

Helping Employees Manage Out-of-Pocket Medical Costs

Many employers have adopted high-deductible health plans (HDHPs) to help control premium costs. As a result, employees often face higher out-of-pocket medical expenses.

Voluntary benefits help close that gap by providing cash payments when certain medical events occur. For example:

• Accident insurance pays benefits after injuries
• Hospital indemnity plans provide payments for hospital stays
• Critical illness coverage provides lump-sum payments after major diagnoses

These benefits can help employees cover deductibles, copays, and other unexpected expenses, giving them multiple ways to manage healthcare costs. During open enrollment, employers can share how to pair voluntary benefits with HDHPs, so employees understand how the benefits complement their health plan.

Voluntary benefits offer employers a practical way to strengthen their benefits package without significantly increasing costs. They expand employee choice, support financial protection, and improve retention while helping employers manage budgets.

Partnering with Pierce Group Benefits

For many organizations, voluntary benefits are becoming an important part of a sustainable benefits strategy. Employers who partner with us to offer these benefits show a strong commitment to supporting their employees’ health and financial well-being. To learn more, contact your Pierce Group Benefits Account Executive or email partnership@piercegroupbenefits.com.

Two common types of disability coverage are short‑term disability and long‑term disability. They serve a similar purpose, but they are designed for different situations.

What Is Short‑Term Disability?

Short‑term disability provides temporary income replacement when the insured is unable to work due to a qualifying medical condition.

Typical Features:

• Coverage duration is usually 3 to 6 months, sometimes up to 1 year.
• The waiting period is often 0 to 14 days before benefits begin.
• The benefit amount typically replaces 50 percent to 70 percent of the insured’s income.

Common Uses:

• Recovery from surgery
• Pregnancy and childbirth
• Short-term illnesses
• Non-work-related injuries

When Short‑Term Disability Makes Sense

Short‑term disability is ideal for temporary conditions where recovery is expected within a few weeks or months. It acts as a financial bridge during short gaps in income for the insured individual.

What Is Long‑Term Disability?

Long‑term disability provides income protection for serious or ongoing medical conditions that prevent the insured person from working for an extended period.

Typical Features:

• Coverage duration may be 2 years, 5 years, 10 years, or until retirement age.
• The waiting period is often 90 to 180 days after disability begins, typically starting after short‑term disability ends.
• The benefit amount usually replaces 50 percent to 60 percent of the insured’s income.

Common Uses:

• Chronic illnesses
• Severe injuries
• Cancer treatments
• Degenerative diseases
• Long-term mental health conditions

When Long‑Term Disability Is Essential

Long‑term disability is crucial for protecting the financial future of an insured individual who is unable to work for an extended period, or who may never return to work.

Do Insured Individuals Need Both Short‑Term and Long‑Term Disability?

In many cases, yes. They complement each other.

• Short‑term disability covers immediate income needs.
• Long‑term disability provides long-lasting financial security if recovery takes longer than expected.

Without short‑term disability, the insured may face a gap before long‑term disability benefits begin. Without long‑term disability, the insured person may struggle financially after short‑term disability expires.

Short‑term and long‑term disability coverage both play important but different roles in protecting the insured’s income. Short‑term disability supports the insured during temporary setbacks, while long‑term disability protects against the financial impact of more serious or long-lasting health challenges.

Partnering with Pierce Group Benefits

Employers who partner with us to offer short-term and long-term disability show a strong commitment to supporting their employees’ health and financial well-being. Employees gain access to an invaluable safety net to help with medical bills and everyday expenses. This added protection offers peace of mind and greater financial stability for themselves and their families. To learn more, contact your Pierce Group Benefits Account Executive or email partnership@piercegroupbenefits.com.

2026 brings a new wave of change to the employee benefits landscape. Driven by new legislation, ever changing compliance requirements, and rising employee expectations, this year is shaping up to be pivotal for employers. Organizations that stay informed and proactive will be best positioned to manage risk while delivering meaningful value to their workforce. Here’s what to watch for in the months ahead:

Employees Facing Rising Financial Concerns

Rising economic uncertainty combined with increasing healthcare and cost of living expenses have brought financial security front and center for employees. In a study conducted by MetLife, “83% of employees say rising living expenses and medical costs are their top stressors and 77% say economic uncertainty is a major concern”.  Employers can work to ease the strain of financial uncertainty on their employees by providing access to voluntary benefits such as Health Savings Accounts (HSAs), Flexible Spending Accounts (FSAs), Disability Benefits, and Assistance Programs that reduce financial burdens and provide paycheck protection in the event of a medical emergency.

Increased Interest in Employee Assistance Programs

Mental health continues to be a hot  topic. In 2026, the focus shifts slightly, from mental health to mental fitness. Mental fitness reframes the conversation to that of proactivity and building emotional resilience. Employers can support their employees in their goals of mental fitness by providing Employee Assistance Programs (EAPs). An EAP provides employees with confidential resources to help deal with life’s everyday stressors. From grief counseling to help finding pet care, an EAP offers a wide range of assistance to support your employees through every stage of life. According to employers surveyed by MetLife, for every $1 they invested into the health of their employees, they could expect to receive a $2.30 ROI from productivity, retention, and decreased medical spending. In addition to employer costs savings, employees of these companies reported a 25% increase in productivity and loyalty – important metrics in todays market.

Wellness Initiatives as an Employee Non-Negotiable

As younger generations enter the workforce, the demand for work-life balance and  Wellness Initiatives are at an all-time high. Expect a  trend toward viewing wellness  as an essential need rather than a nice-to-have perk. In 2025, McKinsey reported that Millennial and Gen Z consumers – despite making up only 36% of the population – account for more than 41% of annual wellness spend. With that in mind, here are some key shifts that are set to shape wellness programs in 2026.

• Holistic Approaches: Employees are not only seeking ways to support their physical health, but their mental and emotional health too. Working to support all three helps employees reduce stress, burnout, and live healthier more productive lives.
• Women’s Health: There is an increase in employees seeking fertility support, menopause care, and maternal health resources. As a result, many employers are now offering increased fertility benefits such as IVF, expanded parental leave, and menopause symptom management programs.
• Financial Health: A Vanguard study found that 84% of Americans have some form of financial resolution in 2026. Many employers are offering programs to assist their employees in meeting their financial goals, from financial education workshops to debt counseling.

Employee Benefits Changes as a Result of the OBBA

Many of the changes to employee benefits plans implemented in the One Big Beautiful Bill Act (OBBA) are set to go into effect in 2026.

• Health Savings Accounts (HSAs): The OBBA expanded access to HSAs for employees that are enrolled in High-Deductible Health Plans (HDHPs). The act provides employers with the ability to offer telehealth and remote healthcare services before HDHP deductibles have been met without jeopardizing the employee’s HSA eligibility. The OBBA also expands HSA access by allowing employees who have direct primary care (DPC) arrangements to contribute to an HSA if their monthly fees meet a set minimum. Additionally, HSAs may now be used to cover DPC fees.
• Dependent care accounts (DCAs): The OBBA also expanded DCAs, a type of Flexible Spending Account (FSA). A DCA provides employees the ability to set aside pre-tax money to cover eligible dependent care expenses. The OBBA raised the contribution limit from $5,000 to $7,500. Employers who offer DCAs are recommended to review with their advisors to determine how this increase may impact annual nondiscrimination testing results.

Focus on Student Loan Assistance Programs

With increasing economic pressures, employees are looking for relief wherever they can find it. One way employers can help is by offering a Student Loan Assistance Program. In the Federal Reserve’s most recent report on economic well-being, 30% of all adults (or 4 in 10 who pursued higher education) reported taking out student loans to pay for their education. 17% reported having outstanding loans that they are still working to repay. 2026 is a great time to invest in these programs as the OBBA extends the student loan provision of employer-sponsored education assistance programs and adjusts the tax-free benefit limit to $5,250/employee. Robust employee benefits packages remain a powerful tool for  attracting  top talent, boosting retention and engagement, and fostering a healthy and thriving workforce. As the public sector landscape and employee expectations evolve, it’s essential for employers to regularly asses their benefits  to ensure they are providing access to the coverage and support their employees value most.

Partnering with Pierce Group Benefits

Curious how you can harness these trends to support your employees in 2026?  Contact your Pierce Group Benefits Account Executive or reach out to a PGB Representative at partnership@piercegroupbenefits.com .

 

---

Cassone, M. (2026, January 7). New MetLife data finds rising cost pressures outpacing gains in workforce well-being. MetLife. https://www.metlife.com/about-us/newsroom/2026/january/new-metlife-data-finds-rising-cost-pressures-outpacing-gains-in-workforce-well-being/#

Pione, A., Medalsy, J., Weaver, K., Callaghan, S., & Rickert, S. (2025, May 29). The Future of Wellness Trends Survey 2025. McKinsey & Company. https://www.mckinsey.com/industries/consumer-packaged-goods/our-insights/future-of-wellness-trends

Report on the economic well-being of U.S. households in 2024 – May 2025 – higher education and student loans. Board of Governors of the Federal Reserve System. (2025, June 12). https://www.federalreserve.gov/publications/2025-economic-well-being-of-us-households-in-2024-higher-education-and-student-loans.htm

When most people say they are “fully covered,” they usually mean they have a strong health insurance plan. And while traditional health insurance is essential, many people are surprised to discover how many out-of-pocket expenses it does not cover, especially after an unexpected hospital stay. That is where hospital indemnity (also known as medical bridge) insurance steps in, providing a powerful financial safety net when life becomes unpredictable.

Understanding the Gaps in Traditional Health Insurance

Even solid medical plans can leave a person facing unexpected costs such as:

• High deductibles
• Daily hospital room charges
• Outpatient procedure fees
• Ambulance or emergency room costs
• Lost income during recovery

With healthcare expenses continuing to rise, families are more likely than ever to encounter significant medical bills even with insurance.

What Is Hospital Indemnity Insurance?

Hospital indemnity insurance is supplemental coverage that pays cash benefits directly to policyholders when they are admitted to a hospital or undergo specific treatments. Unlike a primary health plan, these payments are not tied to particular medical bills. Policyholders can use the money however it is needed most, including:

• Rent or mortgage
• Groceries
• Childcare
• Transportation
• Medical bills or copays
• Other recovery-related expenses

It offers flexible support at a time when policyholders may be dealing with stress, uncertainty, and added financial strain.

Why Health Insurance Alone Is Not Always Enough

Traditional health insurance pays doctors and hospitals. Hospital indemnity insurance pays policyholders. That distinction matters, especially when facing days, weeks, or months of recovery. Many households do not have enough savings to comfortably handle sudden medical expenses or temporary loss of income. Even a brief hospital stay can result in thousands of dollars in unexpected out-of-pocket expenses.

Hospital indemnity insurance helps bridge that financial gap by providing predictable cash benefits when life feels anything but predictable.

Who Benefits the Most?

Hospital indemnity coverage can be especially valuable for:

• Families with high-deductible health plans
• Individuals without significant emergency savings
• Parents with young children
• Adults caring for aging parents
• Anyone seeking extra financial peace of mind

A sudden illness or injury can disrupt routines and put real pressure on a family’s finances. Supplemental protection helps ensure one hospital stay does not jeopardize a policyholder’s long-term financial stability.

Partnering with Pierce Group Benefits

Employers who partner with us to offer hospital indemnity insurance show a strong commitment to supporting their employees’ overall wellness and financial well-being. Providing a more comprehensive benefits package not only helps attract and retain top talent, it also builds a loyal and motivated workforce. Employees gain access to an invaluable safety net during a hospital stay and receive a cash benefit to help with medical bills and everyday expenses. This added protection offers peace of mind and greater financial stability for themselves and their families. Together, we can ensure that your team is well‑protected and financially prepared for the future. To learn more, contact your Pierce Group Benefits Account Executive or email partnership@piercegroupbenefits.com.

When it comes to employee benefits, understanding the difference between pre‑tax and post‑tax contributions can help you better analyze how your benefits are paid for and how they affect your take‑home pay and taxes. These terms refer to whether benefit costs are deducted from your paycheck before or after taxes are applied.

What Are Pre-Tax Benefits?

Pre-tax benefits are deductions taken from your paycheck before taxes are applied. This means the money you contribute reduces your taxable income, which can lower the amount of taxes you owe.

Common Examples

• Health Insurance Premiums
• Flexible Spending Accounts (FSA)
• Dental Insurance
• Vision Insurance
• Cancer Benefits
• Accident Benefits
• Medical Bridge Benefits
• 401(k) Contributions

Advantages

• Lower Taxable Income: You pay less in federal income tax and sometimes state tax.
• Immediate Savings: More take-home pay compared to post-tax deductions.

Considerations

• Taxed Later: For retirement accounts like 401(k), you’ll pay taxes when you withdraw funds.
• Limits Apply: IRS sets annual contribution limits for certain benefits.

What Are Post-Tax Benefits?

Post-tax benefits are deductions taken after taxes have been calculated. These do not reduce your taxable income, but they can offer other advantages.

Common Examples

• Short-Term Disability Benefits
• Long-Term Disability Benefits
• Critical Illness Benefits
• Group Term Life Insurance
• Term Life Insurance
• Whole Life Insurance
• Pet Insurance
• Long-Term Care Benefits
• Roth 401(k) Contributions
• Gym Memberships or Wellness Programs

Advantages

• Tax-Free Growth (Roth Accounts): Withdrawals in retirement are tax-free.
• Flexibility: No tax implications when using benefits like wellness perks.

Considerations

• No Immediate Tax Savings: Your taxable income remains the same.
• Higher Upfront Cost: Since taxes are already applied, your paycheck impact is greater.

While tax treatment matters, the top priority is selecting coverage that protects you and fits your budget.

As the year winds down, now is the perfect time to review your employee benefits and make sure you’re getting the most out of them before December 31. Many benefits operate on a “use it or lose it” basis, so acting now can help you avoid leaving money on the table. Here are some tips:

Check Your Flexible Spending Account (FSA) Balance

If you have an FSA, most plans require you to spend the funds by year-end or risk forfeiting them. Consider using remaining dollars on eligible expenses such as:

• Prescription glasses or contact lenses
• Over-the-counter medications
• First-aid supplies

Also, review your plan for any grace periods or carryover options. Some employers allow you to roll over a portion of unused funds.

Schedule Appointments

Don’t let unused benefits go to waste! If you need to schedule:

• Annual physicals
• Dental cleanings
• Vision exams

Reach out to your provider’s office to see if they have any openings.

Plan Ahead for Next Year

While you’re reviewing your current benefits, plan ahead for 2026. Update beneficiaries for life insurance or retirement accounts, confirm your contact information is accurate, and identify the preventive care appointments you’ll need for the coming year.

The holiday season is often portrayed as a time of joy, celebration, and togetherness. However, for many employees, it can also bring financial strain, family pressures, and the challenge of balancing work with personal commitments. These factors can lead to increased stress. That’s where Employee Assistance Programs (EAPs) can help.

Why Holiday Stress Happens

• Financial Pressure: Gift-giving, travel, and holiday events can strain budgets.
• Time Management: Balancing work deadlines with family gatherings is tough.
• Emotional Challenges: Loneliness, grief, or strained relationships often surface during the holidays.

How EAPs Can Help

EAPs are designed to support employees’ mental, emotional, and practical well-being. Here’s how they can make a difference during the holidays:

• Confidential Counseling Services
  • Professional counselors can help employees manage stress, anxiety, and family conflicts.
  • Virtual sessions make it easy to access support from anywhere.
• Financial Guidance
  • Many EAPs offer financial counseling to ease holiday-related money worries.
• Work-Life Balance Resources
  • Tips for time management and prioritization help employees stay productive without sacrificing personal time.

The holidays should be a time of joy, not stress. By leveraging EAP resources, employees can navigate challenges with greater peace of mind.

Partnering with Pierce Group Benefits

Partnering with Pierce Group Benefits (PGB) provides access to comprehensive EAPs designed to support employees’ mental health. If you’re an employee with an EAP, you can locate your provider by visiting your custom microsite. For employers seeking more information about EAPs, contact your Pierce Group Benefits (PGB) Account Executive or reach out to a PGB representative at partnership@piercegroupbenefits.com.

This guide will provide a comprehensive overview of a Dependent Care Flexible Spending Account (DCFSA), detailing its functionality.

What is a Dependent Care FSA?

A Dependent Care FSA is a tax-advantaged account that allows you to save pre-tax dollars specifically for dependent care expenses. These funds can generally be used to care for qualifying children under the age of 13, as well as your spouse or relatives who live with you and are physically or mentally incapable of self-care. For a comprehensive list of qualifying persons, please visit the IRS website.

Contribution Limits

For the 2025 tax year, you can contribute up to $5,000 per household ($2,500 if married and filing separately). In 2026, the limit will increase to $7,500 per household ($3,750 if married and filing separately).

Eligible Expenses

You can use Dependent Care FSA funds for:

• Daycare and preschool fees
• Before and after-school programs
• Summer day camps
• Adult daycare services

How to Enroll

You can enroll in a Dependent Care FSA during your employer’s open enrollment period, or if your employer allows, due to a Qualifying Life Event (QLE). Decide how much to contribute for the year and fill out the necessary forms.

Accessing Your Dependent Care FSA Funds

1. First, you pay for the dependent care services out of your own pocket. This could be for daycare, preschool, summer camps, or adult daycare services.
2. After you’ve paid for the services, you submit a claim to your FSA administrator. This usually involves filling out a claim form and providing proof of the expense, such as receipts or invoices.
3. Once your claim is approved, you will be reimbursed from your Dependent Care FSA. The reimbursement can be deposited directly into your bank account or sent to you as a check, depending on your plan’s options.

Tips for Reimbursement

• Always keep copies of your receipts and claim forms for your records.
• Submit your claims as soon as possible after incurring the expense to ensure timely reimbursement.
• Be aware of any deadlines or specific requirements your plan may have for submitting claims.

A Dependent Care FSA can help you manage the costs of dependent care. By understanding how it works and planning your contributions, you can make the most of this benefit.

Partnering with Pierce Group Benefits

This benefit not only helps reduce the financial burden of dependent care but also supports employees in balancing their work and family responsibilities. For more information on Dependent Care FSAs, speak with your PGB Account Executive or get in touch with a PGB Representative at partnership@piercegroupbenefits.com.

In today’s rapidly evolving healthcare landscape, public sector organizations are constantly seeking ways to manage costs while providing quality health benefits to their employees. One approach is the self-funded health plan. But what exactly does it mean to have a self-funded health plan, and how does it differ from traditional health insurance?

What is a Self-Funded Health Plan?

A self-funded (or self-insured) health plan is a type of health insurance where the employer assumes the financial risk for providing healthcare benefits to its employees. Instead of paying fixed premiums to an insurance carrier, the employer pays for medical claims out-of-pocket as they are incurred.

Key Features of Self-Funded Health Plans

1. Cost Control and Flexibility:
   • Public sector employers have greater control over the plan design and can tailor benefits to meet the specific needs of their workforce.
   • Self-funded plans are often subject to fewer regulations compared to fully insured plans, allowing for more customization.
2. Financial Savings:
   • Any unused funds at the end of the year can be retained by the employer.
3. Risk Management:
   • Public sector employees can purchase stop-loss insurance to protect against unexpectantly high claims. This coverage kicks in when claims exceed a certain threshold, limiting the employer’s financial exposure.

How Self-Funded Plans Work

In a self-funded plan, the employer sets aside funds to cover anticipated healthcare costs. These funds are used to pay for employees’ medical claims directly. Employers can contract with a third-party administrator (TPA) to handle administrative tasks such as claims processing and provider network management.

Regulatory Environment

Self-funded plans in the public sector are primarily regulated at the federal level under the Employee Retirement Income Security Act (ERISA) and the Public Health Service Act (PHS Act). This means they are not subject to state insurance laws, which can provide additional flexibility but also requires adherence to federal standards.

Is a Self-Funded Plan Right for Your Public Sector Organization?

While self-funded plans offer many benefits, they are not without risks. Smaller public sector organizations may find it challenging to manage the financial volatility associated with high-cost claims. However, with the right risk management strategies, such as stop-loss insurance, even smaller employers can consider self-funding.

Partnering with Pierce Group Benefits

Self-funded health plans can be a powerful tool for public sector organizations looking to control healthcare costs and customize benefits. By understanding the mechanics and regulatory environment of self-funded plans, public sector employers can make informed decisions that best suit their organizational needs. To learn more about self-funded health plans, contact your dedicated Pierce Group Benefits Account Executive or reach out to a PGB Representative at partnership@piercegroupbenefits.com for further information.