As individuals age or face a major illness or disability, many will find themselves needing long-term care to assist with essential daily activities. These services include tasks like dressing, eating, and moving around, and can be provided at home, adult day cares, assisted living facilities, or nursing homes. With increasing life expectancy, the likelihood of requiring long-term care rises, as nearly 70% of people over 65 will need some form of assistance during their lifetime, and about 35% will require care in a nursing home. Planning ahead for these services is vital in ensuring comfort, safety, and quality of life.

Financial Protection with Long-Term Care Insurance

Long-term care (LTC) insurance offers protection from the high costs associated with long-term care resulting from a covered illness or injury, such as heart disease, stroke, or broken bones and fractures. Most long-term care claims are filed between the ages of 80 and 89. The benefits from an LTC insurance policy typically pay towards expenses of home care aides, assisted living, and nursing home stays, up to the policy’s limit.

Without long-term care insurance, the costs can be staggering. Even a relatively short stay in a nursing home can cost, on average, between $8,000 and $10,000 per month. Having an LTC policy in place can help safeguard your savings, retirement, and other assets in the event of long-term care.

Additional Benefits of Long-Term Care Insurance

• Dual Benefits Option: In some hybrid LTC insurance and life insurance policies, the LTC insurance will pay for long-term care expenses first. If there is any benefit amount remaining, or if the long-term care is never needed, it can pay out like a life insurance policy.
• Fixed Premiums: Certain policies offer fixed premiums, meaning your costs won’t increase over time.
• Fully Portable: These policies can be fully portable, meaning you can keep your coverage even if you change jobs or retire.

Planning for long-term care is about more than just peace of mind; it’s about protecting your future financial health. Since most people will need some form of long-term care in their lifetime, considering LTC insurance can be an important step in your long-term financial strategy.

Partnering with Pierce Group Benefits

For employers, partnering with us to offer long-term care insurance shows your commitment to your employees’ future financial security by helping them manage the rising costs of long-term care. Our plans can enhance your benefits package and support employee retention and satisfaction. Employees can easily enroll in our LTC insurance plans and start planning for their long-term care needs today. To learn more, contact your Pierce Group Benefits Account Executive or email partnership@piercegroupbenefits.com for further guidance.

In the coming year, 81% of organizations plan to add or enhance employee benefits to recruit and retain employees. This strategic move highlights the importance of a well-rounded benefits package to meet the evolving needs of today’s workforce.

Emerging Benefit Trends to Watch

Employers seek to address a broader range of employee needs through innovative and supportive benefits.

• Pet Insurance: According to Nationwide, 69% of employees rank pet insurance as the most significant voluntary benefit provided by organizations, reflecting the growing importance of pets in employees’ lives and their desire for comprehensive care options.
• Long-Term Care: As the population ages, long-term care benefits are becoming crucial for employees who need to plan for their future healthcare needs, ensuring they have support for extended medical care and daily living assistance.
• Student Loan Assistance: With the burden of student debt affecting many employees, offering student loan assistance helps alleviate financial stress and supports employees’ financial well-being, making it a highly valued benefit.
• Employee Assistance Programs (EAPs): These programs provide essential mental health and counseling services, helping employees manage personal and professional challenges.
• Legal and Identity Theft Benefits: Providing legal and identity theft protection helps employees feel secure and supported in managing legal issues and protecting their personal information, addressing growing concerns about privacy and security.
• Benefits for Part-Time Employees: Extending benefits to part-time employees demonstrates a commitment to supporting all workers, enhancing job satisfaction and loyalty among a broader segment of the workforce.

Strategic Considerations for Employers Navigating Employee Benefits Trends

Considering current employee benefit trends, it’s important for employers to be strategic about their offerings. Here are some considerations:

• Flexibility and Customization: Implement flexible benefit offerings that provide employees with tiered options or a variety of choices to best meet their individual needs and budgets.
• Employee-Centric Approach: Regularly seek and incorporate employee feedback to ensure benefits offerings remain relevant and appreciated.
• Holistic Well-being: Support employee well-being with programs that support financial wellness, mental health support, and wellness initiatives to meet a variety of needs.

Partnering with Pierce Group Benefits

At PGB, our team is a strategic partner for helping employers navigate the benefits landscape. For more insights and resources in optimizing your employee benefits strategy, connect with your dedicated Pierce Group Benefits Account Executive or reach out to a PGB Representative at partnership@piercegroupbenefits.com for further information.

Health Savings Accounts (HSAs) are a powerful tool for managing healthcare expenses, particularly during retirement. If you’ve been contributing to an HSA, here are some strategies to help you make the most of this benefit once you’ve retired:

Understand the Basics of Your HSA

An HSA is a tax-advantaged account designed to help you save for medical expenses. Contributions are tax-deductible, the funds grow tax-free, and withdrawals for qualified medical expenses are also tax-free. In retirement, these benefits can be incredibly valuable.

Use HSA Funds for Qualified Medical Expenses in Retirement

In retirement, you can use your HSA funds to pay for a wide range of qualified medical expenses, including:

• Doctor visits and hospital stays
• Prescription medications
• Dental and vision care
• Long-term care services
• Medicare premiums and out-of-pocket expenses

By using your HSA for these costs, you can reduce your taxable income and stretch your retirement savings further.

Consider Using HSA Funds for Non-Medical Expenses in Retirement

After age 65, you can withdraw HSA funds for non-medical expenses without facing a penalty. However, these withdrawals will be subject to regular income tax. This can be a useful option if you need additional funds for living expenses, but it’s generally recommended to use HSA funds for qualified medical costs to take full advantage of the tax benefits.

Invest Your HSA Wisely

Many HSAs offer investment options, allowing you to grow your savings over time. In retirement, it’s important to review your investment strategy to ensure it aligns with your risk tolerance and financial goals. Consider consulting with a financial advisor to make informed decisions about your HSA investments.

Keep Track of Your Medical Expenses

Maintaining detailed records of your medical expenses is vital. This will help you substantiate your HSA withdrawals and ensure you’re using the funds appropriately. Keep receipts, invoices, and any other documentation related to your healthcare costs.

Plan for Long-Term Care

Long-term care can be a significant expense in retirement. Fortunately, HSA funds can be used to pay for long-term care insurance premiums and services. Planning ahead for these costs can help you manage your healthcare expenses more effectively.

Stay Informed About HSA Rules and Regulations

HSA rules and regulations can change, so it’s important to stay informed about any updates that may affect your account. Regularly review IRS guidelines and consult with a financial advisor to ensure you’re making the most of your HSA.

By understanding how to use your HSA effectively in retirement, you can enjoy greater financial security and peace of mind. Whether you’re covering medical expenses or planning for long-term care, your HSA can be a valuable resource in your retirement toolkit.

Partnering with Pierce Group Benefits

If you’re a client’s employee with a HSA, be sure to look up your plan’s provisions on your organization’s custom microsite to fully utilize your funds before the plan’s annual deadline. To make your shopping experience even better, we offer our clients’ employees enrolled in an HSA exclusive savings: receive $20 off any order of $150+ with code PGB20HSA at the HSA Store (one use per customer).

For employers interested in incorporating HSAs in their employee benefits package, learn more about these benefits by consulting with your Pierce Group Benefits Account Executive or contact a PGB Representative at partnership@piercegroupbenefits.com.

A comprehensive benefits package, including voluntary benefits, is a powerful strategy for employee retention. According to a study by the Society for Human Resource Management (SHRM), 60% of employees view employee benefits as extremely or very important when deciding whether to remain with their current employer.

Let’s explore the compelling advantages of voluntary benefits that can enhance your employee retention strategy.

The Perks of Voluntary Benefits

1. Enhanced Financial Security: Voluntary benefits like accident, cancer, and life insurance provide employees with an extra layer of financial protection. This security can alleviate stress and allow employees to focus more on their work, knowing they and their families are covered in case of unexpected events.
2. Improved Health and Well-being: Benefits such as vision and dental insurance contribute to overall health and well-being. When employees have access to comprehensive health care, they are more likely to stay healthy and maintain higher productivity levels.
3. Increased Job Satisfaction: Offering a variety of voluntary benefits shows employees that their employer cares about their personal needs and well-being. This can lead to higher job satisfaction, as employees feel valued and appreciated.
4. Flexibility and Personalization: Voluntary benefits allow employees to choose the coverage that best fits their individual needs. This flexibility can lead to greater satisfaction, as employees feel they have control over their benefits and can tailor them to their personal circumstances.
5. Boosted Morale and Engagement: When employees feel supported through a comprehensive benefits package, their morale and engagement levels tend to rise. This can result in a more positive work environment and higher levels of employee loyalty.

Retaining employees through voluntary benefits involves fostering a supportive and engaging workplace where they feel appreciated and valued. By strategically implementing a comprehensive benefits package that includes voluntary options, organizations can build a loyal and motivated workforce, driving long-term success.

Partnering with Pierce Group Benefits

To learn more about how we can support your organization, connect with your PGB Account Executive or reach out to a PGB Representative at partnership@piercegroupbenefits.com for further information.

In today’s multi-generational workforce, employees have a wide range of health and financial wellness needs. One effective way to address these varied needs is by personalizing your employee benefits offerings. By tailoring benefits to meet the diverse needs of your workforce, you can enhance job satisfaction, boost morale, and increase employee retention. Here are some strategies to help you personalize your employee benefits:

1. Understand Your Workforce: Every employee is unique, with different needs, priorities, and goals. Conduct surveys and focus groups to gather insights into what benefits your employees value most. This information will help you design a benefits package that resonates with your team.
2. Offer Flexible Benefits Plans: Flexible benefits plans allow employees to choose from a menu of benefits options. This approach gives employees the freedom to select the benefits that best suit their personal circumstances. For example, younger employees might prioritize wellness programs, while those nearing retirement may focus on financial planning.
3. Focus on Financial Wellness: Financial stress can significantly impact an employee’s overall well-being. Provide benefits that help employees manage their finances, such as retirement plans, financial planning services, and student loan repayment assistance. These benefits can help employees feel more secure and focused at work.
4. Maintain Ongoing Conversations: As employees progress in their careers and experience life changes, their benefits needs will evolve. Maintain ongoing conversations with your employees to ensure your benefits offerings remain relevant and valuable. Regularly solicit feedback and be open to making adjustments as needed.

Personalized Benefits Examples:

1. Alleviate Financial Stress for Recent Graduates: This benefit can be particularly attractive to recent college graduates who are burdened with student debt. By providing student loan assistance to help them manage their loans, you can alleviate financial stress and improve their overall job satisfaction.
2. Bridge Insurance Gaps with Additional Coverage: Voluntary benefits policies, such as cancer insurance, accident insurance, and medical bridge insurance, can help fill gaps in health insurance. These policies provide financial support in the event of specific health-related incidents, offering peace of mind and financial stability. Many of these benefits are guaranteed renewable, ensuring continued coverage year after year. Additionally, some policies may be portable, allowing employees to retain their benefits even if they change jobs or retire.
3. Access Mental Health and Counseling Support: Offering Employee Assistance Programs (EAPs) provides access to mental health support, counseling services, and other resources to help employees manage stress and personal challenges. EAPs can be a valuable resource for employees dealing with mental health issues or other personal concerns.

Personalizing your employee benefits offerings is a powerful way to show your employees that you value their individual needs and requirement. By implementing these strategies, you can create a happier, healthier, and more engaged workforce.

Partnering with Pierce Group Benefits

To learn more about how we can support your organization, connect with your Pierce Group Benefits Account Executive or reach out to a PGB Representative at partnership@piercegroupbenefits.com for further information.

Being the sole member of a human resources department can be as challenging as it is rewarding. As an HR department of one, you are responsible for a multitude of tasks—from recruitment and compliance to employee engagement and benefits administration. One of the most complex aspects of this role is managing employee benefits. Partnering with an insurance brokerage can be a game-changer, helping you plan, select, and administer these benefits more effectively.

Here’s how working with a brokerage can transform your approach to benefits management.

Why Partner with an Insurance Brokerage?

• Informed Guidance: Insurance brokers bring a wealth of knowledge and experience in benefits solutions that can be crucial for smaller organizations or solo HR practitioners. They stay updated on the latest trends, laws, and products, ensuring that you can provide competitive and compliant benefits packages to your employees.
• Customized Solutions: Every organization has unique needs, and a broker will tailor the benefits packages to align with your organization’s goals and budget. This personalized approach helps in offering packages that are both attractive to employees and feasible for the organization.
• Administrative Support: Specialists at an insurance brokerage provide significant administrative support. They assist with the paperwork, manage relationships with providers, and sometimes even assist with claims and billing issues, reducing the burden on your shoulders.

How an Insurance Brokerage Can Enhance Benefits Management

Streamlining New Hire Enrollment

• Setup and Support: Brokers can help set up a streamlined enrollment process tailored to your organization’s workflow. They often provide tools that facilitate the collection and processing of new hire information.
• Education: They can also assist in educating new hires about their benefits options, which is crucial in ensuring that employees understand and utilize their benefits.

Managing Open Enrollment

• Strategic Planning: With a broker, open enrollment becomes less about administrative stress and more about strategic planning. They can analyze previous years’ data and predict future trends to advise on the best plans for your employees.
• Communication Tools: Brokers often provide communication materials and sessions to help explain changes or new options during open enrollment, ensuring that employees have all the necessary information to make informed decisions.

Answering Day-to-Day Benefits Questions

• First Point of Contact: Employees often have numerous questions about their benefits. Brokers can serve as the first point of contact for these queries, providing accurate and timely information, which can significantly reduce your workload.
• Regular Updates and Information Sessions: Regularly scheduled sessions and updates provided by brokers can help keep everyone informed and engaged with their benefits.

For the HR department of one, partnering with an insurance brokerage can transform the daunting task of managing employee benefits into a more manageable and strategic part of your role. Not only does it help in offering competitive benefits and compliance, but it also enhances your capacity to focus on other critical HR functions, ultimately leading to better overall performance and employee satisfaction.

Partnering with Pierce Group Benefits

With over 50 years as an industry leader in employee benefits, Pierce Group Benefits (PGB) helps HR professionals tackle the complexities of benefits management. By leveraging our extensive experience and industry connections, we ensure that even the smallest HR departments can offer top-tier benefits without administrative overload. To learn more about our services, contact a PGB Representative at partnership@piercegroupbenefits.com.

As we navigate through the year, it’s essential to make the most of every opportunity to save money and stay healthy. One often overlooked avenue is the efficient use of Flexible Spending Accounts (FSA) and Health Savings Accounts (HSA). With the FSA Store and HSA Store, you have a variety of eligible products that can be paid for with your pre-tax funds.

What Can You Buy with FSA and HSA Dollars?

The range of products available is vast and varied. From prescription medications and first-aid supplies to sunscreen and orthopedic supports, your FSA and HSA dollars can go further than you might think. To help you understand what’s eligible, visit the FSA Eligibility List and the HSA Eligibility List.

How Much Can You Save?

Both FSA and HSA accounts offer tax advantages that can lead to significant savings. Use the FSA Calculator and HSA Tax Savings Calculator to estimate your potential savings.

Learning and Planning

Educating yourself on the best ways to use your FSA and HSA is key. The FSA Learning Center and HSA Learning Center are fantastic resources to plan your spending throughout the year.

PGB’s Exclusive Discounts for the FSA and HSA Stores

To make your shopping experience even better, we’re offer our clients’ employees enrolled in a FSA or HSA exclusive discounts:

• Enjoy $20 off any order of $150+ with code PGB20FSA at the FSA Store (one use per customer).
• Get $20 off any order of $150+ with code PGB20HSA at the HSA Store (one use per customer).

Don’t let your hard-earned dollars go to waste. Explore the FSA Store and HSA Store today and start saving while supporting your health and wellness.

Partnering with Pierce Group Benefits

If you’re a client’s employee with an FSA or HSA, be sure to look up your plan’s provisions on your organization’s custom microsite to fully utilize your funds before the plan’s deadline. For employers interested in incorporating HSAs or FSAs in their employee benefits package, learn more about these benefits by consulting with your Pierce Group Benefits Account Executive or contact a PGB Representative at partnership@piercegroupbenefits.com.

As an employer, understanding critical illness benefits is crucial for ensuring the well-being of your employees. These benefits are designed to provide a lump sum payment, which can be a financial lifesaver for your employees when faced with the high costs associated with critical illnesses.

The Role of Critical Illness Insurance in Employee Benefits

Unlike regular health insurance, which typically covers medical bills and ongoing treatment costs, critical illness insurance pays out upon the diagnosis of certain severe conditions listed within the policy. These conditions often include, but are not limited to:

• Heart Attack
• Stroke
• Coronary Artery Disease
• Major Organ Transplant
• Kidney Failure
• Coma
• Benign Brain Tumor
• Loss of Hearing, Sight, or Speech

Please note that the specific conditions covered can vary between different insurance policies. Always check the terms and conditions of a policy for the complete list of covered illnesses.

Flexibility of Critical Illness Benefits for Employees

The funds from critical illness benefits can be used at the discretion of the employee, offering flexibility during a challenging time. This can cover out of pocket expenses from medical treatments not covered by traditional health insurance, to daily living expenses, or even travel costs for treatment at specialized facilities. It’s a layer of financial protection that can help maintain your employees’ standard of living and allow them to focus on recovery, rather than financial strain.

Partnering with Pierce Group Benefits

Offering critical illness benefits can provide a robust safety net for your employees in the face of life’s uncertainties. To learn more about incorporating critical illness benefits in your organization’s employee benefits package, speak to your Pierce Group Benefits Account Executive or contact a PGB Representative at partnership@piercegroupbenefits.com.

Preventive care isn’t just about individual health—it’s an effective strategy for employers looking to cut healthcare costs and promote a healthy workforce. By investing in early detection and promoting healthy behaviors, employers can see significant savings in healthcare expenses.

Understanding Preventive Care

Preventive care, sometimes referred to as preventative care, includes screenings, vaccinations, and lifestyle counseling aimed at preventing diseases or catching them early. By addressing health concerns before they worsen, employers can avoid costly medical treatments and keep their workforce healthy and productive.

Cost-Saving Benefits:

1. Early Detection: Routine screenings catch health issues early, preventing costly treatments and reducing absenteeism.
2. Chronic Disease Prevention: Promoting healthy behaviors among employees can prevent chronic conditions like diabetes and heart disease, reducing the need for expensive medical interventions.
3. Fewer Hospital Visits: Proactive health management reduces emergency room visits and hospitalizations, which are costly for both employees and employers.
4. Improved Productivity: Healthy employees are more productive, resulting in fewer missed workdays and increased efficiency.

Role of Employers

Employers play a crucial role in providing access to preventative care through employee benefit programs. Offering comprehensive healthcare coverage that includes preventive services can encourage employees to prioritize their health and well-being. Additionally, employers can implement wellness programs and initiatives to promote healthy lifestyles among their workforces.

Partnering with Pierce Group Benefits

At Pierce Group Benefits, we believe in the importance of investing in preventive care for the benefit of both employees and employers. By prioritizing early detection and healthy living, we can help promote a workplace culture that emphasizes the importance of health and well-being. Our preventive care benefits not only reduce healthcare costs but also help create a more productive workforce. To learn more about how we can help you achieve this, please reach out to your Pierce Group Benefits Account Executive or contact a PGB Representative at partnership@piercegroupbenefits.com.

Human resources professionals play a critical role in shaping employee experiences and ensuring their well-being. Voluntary benefits are an essential part of the total benefits package, and educating employees about these offerings is crucial for helping them comprehend available choices. In this guide, we’ll explore strategies specifically tailored for HR professionals to effectively communicate voluntary benefits.

Understanding Voluntary Benefits

Before diving into the strategies, let’s recap what voluntary benefits entail. Voluntary benefits, also known as supplemental or fringe benefits, are offerings that employees can choose to participate in. Unlike core benefits (such as health insurance), these auxiliary benefits are elective and typically funded by employees through payroll deductions or direct billing. Here are some common voluntary benefits:

• Life Insurance: An insurance policy delivers a benefit to beneficiaries when the insured person passes away, in exchange for the premiums paid during the coverage period.
• Cancer Insurance: Provides financial aid for both medical and non-medical expenses related to cancer treatment.
• Medical Bridge Insurance: Offers benefits to cover deductible costs, coinsurance, and everyday living expenses.
• Accident Insurance: A type of supplemental insurance that pays out when the insured is injured in an accident.
• Disability Insurance: Provides monthly payments to individuals with a disability that stops or limits their ability to work, short- or long-term.
• Critical Illness Insurance: A type of insurance that provides a lump sum payment to the insured upon diagnosis of a specified critical illness.
• Flexible Spending Accounts (FSAs): Employer-owned accounts allow employees to set aside pre-tax money for medical expenses, but they cannot be rolled over to the next year unless the employer’s plan permits carryover up to the IRS maximum limit.
• Dependent Care Accounts (DCAs): Empowers individuals to manage expenses for qualified dependent care, such as childcare and adult daycare facilities, while simultaneously reducing their taxable income.
• Health Savings Accounts (HSAs): Controlled by individuals, more flexible than FSAs, and allow contributions to be rolled over to the next year plus long-term savings and investment options.
• Telemedicine: Enables healthcare providers to consult with patients remotely via phone or video.
• Pet Insurance: Covers medical and certain non-medical expenses if your pet is sick or injured.
• Identity Theft & Legal Assistance Plans: Services that help protect against identity theft and provide access to legal advice and representation.
• Employee Assistance Programs (EAPs): Resources that offer support for employees’ well-being, including mental health services, counseling, and work-life balance assistance.
• Student Loan Assistance Programs: Offers professional advising for student loan relief and strategies to optimize loan savings.
• Home: Provides financial protection against damage to your home and legal responsibility for injuries and property damage caused by you or your family.
• Auto: A contract that protects you against financial loss in case of a vehicle accident or theft.

Why Educate Employees on Voluntary Benefits?

• Awareness: Many employees are unaware of the full range of voluntary benefits available to them. Educating them ensures they make informed decisions.
• Retention and Satisfaction: Offering a robust benefits package contributes toward employee health and satisfaction and reduced turnover.
• Financial Well-Being: Voluntary benefits provide financial security during unexpected events.
• Customization: Employees can choose benefits that align with their unique needs and circumstances.

Effective Communication Strategies for HR Professionals

• Workshops: Host workshops specifically for your HR department. Equip them with in-depth knowledge about each benefit to address employee queries.
• Benefit Fairs: Organize benefit fairs where employees can interact with providers and learn about available options.
• Personalized Emails: Send targeted emails based on life events (e.g., marriage, parenthood) to highlight relevant benefits.
• Intranet Resources: Create a dedicated section on your organization intranet with detailed benefit information.

As HR professionals, your role extends beyond administration. Educating employees about voluntary benefits creates a more informed workforce. Remember, voluntary benefits aren’t just extras—they’re essential components of a comprehensive benefits package.

Partner with Pierce Group Benefits

At Pierce Group Benefits (PGB), we empower human resources professionals to support their organization’s employees, enhance benefit communication, and offer comprehensive resources for individuals to fully understand the range of benefits available to them. Reach out to your Pierce Group Benefits Account Executive or contact a PGB Representative at partnership@piercegroupbenefits.com to explore how PGB can support your organization’s human resource’s department.

One persistent concern in healthcare has been the risk of unexpected medical bills, which can strain individuals’ finances. However, the No Surprises Act offers a measure of protection for those covered under group or individual health plans.

Understanding the Scope of the No Surprises Act

The No Surprises Act addresses a range of situations to shield individuals from sudden and potentially burdensome medical bills. It covers emergency care and non-emergency services obtained from out-of-network providers at in-network facilities and out-of-network air ambulances. The aim is to establish fair mechanisms for resolving payment disputes between insurance plans and healthcare providers.

Protections Extended to Insured Individuals

The No Surprises Act offers several protections for individuals covered by employer-based insurance, Health Insurance Marketplace plans, or private insurance, including:

• Prevention of most surprise bills for emergency services.
• Limitation of out-of-pocket expenses to in-network cost-sharing levels for emergencies and specific non-emergency procedures.
• Regulation of charges for additional services by out-of-network providers at in-network facilities.
• Mandated transparency in billing practices, including clear communication and consent before extra charges are applied.

Safeguards for Uninsured Individuals or Self-Payers

The No Surprises Act provides protections even for those without insurance coverage or those choosing to pay for their healthcare expenses out-of-pocket. Individuals in such circumstances typically receive cost estimates before treatment, enabling them to make informed decisions about their healthcare expenditures.

Challenging Excessive Bills

In cases where individuals receive bills exceeding the estimated costs by at least $400, the No Surprises Act allows for dispute resolution within a 120-day timeframe. This provision addresses discrepancies with the goal of ensuring fair billing practices.

Existing Protections and Collaboration with State Laws

Specific segments of the population, including beneficiaries of Medicare, Medicaid, TRICARE, Indian Health Services, and Veterans Health Administration coverage, already have protection from surprise bills under their respective programs. Additionally, the No Surprises Act complements state laws on surprise billing, ensuring individuals benefit from the most favorable protections available, whether at the federal or state level.

Partnering with Pierce Group Benefits

Staying informed about the provisions of the No Surprises Act can empower individuals to make informed decisions about their healthcare coverage and navigate potential billing challenges more confidently. For comprehensive healthcare resources and guidance, speak with your Pierce Group Benefits Account Executive or get in touch with a PGB Representative at partnership@piercegroupbenefits.com.