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5 Trends Shaping The Future Of Employee Wellness

5 Trends Shaping The Future Of Employee Wellness

Healthcare is constantly evolving, shaping how people view their health and well-being. The complexities of managing rising healthcare costs, the continuous evolution of the modern workplace, and a heightened focus on employee wellbeing highlight the necessity for a broader perspective on the concept of “workplace wellbeing.”

To be successful, organizations must construct a future that works for everyone, including individuals, the workforce, and the organization.​

How will employers invest in workplace well-being?

According to a Great Place to Work and Johns Hopkins survey in 2023, employee well-being is a key predictor of employee retention and referrals. It identifies that:

  • Promoting employee well-being requires consistent listening and regular communication with employees.
  • Employees who experience high levels of well-being in the workplace are three times more likely to stay with their employer.
  • Employees who experience high levels of well-being in the workplace are three times more likely to recommend their employer to others.

It’s safe to say that providing a culture of health and well-being within your organization significantly impacts more than just healthcare costs and physical health.

Think about every aspect of your life where support is needed—and how everyone’s list differs. Wellbeing at work should be addressed by supporting the “whole person.” This means employers should support not only physical health but also the following:

  • Mental health
  • Digital wellbeing
  • A work-life balance
  • Financial wellbeing
  • Family support services

Although this list is not exhaustive, it highlights the complex and interdependent nature of workplace wellbeing needs.

female employee meditating at work

5 trends that will shape the future of employee wellbeing:

Mental Health and Emotional Wellbeing:

Emotional wellbeing has taken center stage in the post-pandemic years. One positive outcome of the pandemic is the awareness and need for greater mental health resources and the de-stigmatization of mental health in the workplace. According to a Gallup poll, 19% of U.S. workers rate their mental health as fair or poor.

Here are some of the things that are being implemented as they relate to mental wellbeing at work:

  • “Safe Space” communities: Employees can access mental health resources and learn to support others while sharing personal stories.
  • Manager’s Training: Leaders can access training to learn how to be effective listeners, identify, and respond swiftly to the mental health needs of their teams. These training courses also help inform company policy needs and provide a framework to be developed within all areas of the organization.
  • Mindfulness Resources: Incorporating relaxation solutions into the workplace with on-the-go apps, online platforms, calm spaces, or meditation rooms involves integrating mindfulness tools into communication platforms.

The Continued Rise of Technology – Driven Solutions

The intersection of convenience, privacy, and adaptability is crucial for digital wellbeing tools. Integrating technology into employee wellbeing programs not only improves accessibility and convenience but also enhances data collection and analysis, which helps organizations gain insight into health trends and potential interventions. Finding a way to tie these different technology systems together will be instrumental when it comes to the interconnectedness of data and programs.  

Some solutions are determined to stick around, and ones that you might consider include:

  • Personalized Wellness Platforms: Artificial Intelligence (AI) is inspired to adapt to individual preferences and circumstances with constantly evolving algorithms that adjust real-time recommendations based on new user data, behavioral patterns, personalized content, and customized plans.
  • Telehealth Solutions: With multi-modal consultation formats and interactive platforms, integrated health allows individual solutions to be consolidated into more holistic platforms, bringing together everything someone needs in one place.
  • Wearable Technology: Fitness trackers and smartwatches are being used to monitor physical activity, sleep patterns, and overall health. Wearables that adapt their tracking based on user lifestyle algorithms will be instrumental in personalization and customization.

employee on a telehealth call

Flexibility and Work/Life Balance: 

The COVID-19 pandemic forced organizations to adopt remote work arrangements on an unprecedented scale. Whether your office now promotes a worksite that is hybrid, in-office, or remote, having flexible work arrangements helps accommodate employees, enhance work-life balance, and make companies more attractive. 

Develop strategies to support employees wherever they are:

  • Virtual Wellness and Fitness Classes: Allow employees to participate in their health and wellbeing wherever they are.
  • Telehealth Visits: Offers flexibility to talk with a doctor from the comfort of their home.
  • Virtual Team-building Activities: Allow employees to connect even though they are not physically together.
  • Invest in Technology Tools: Facilitating seamless collaboration among remote and in-office teams or multiple locations.

Financial Wellbeing

A recent study by PwC found that 57% of employees say finances are the top cause of stress in their lives. When people have money worries, it impacts morale and productivity, not to mention overall physical and mental health. Businesses have a responsibility to help their employees by investing in financial wellbeing, education, and resources, but also to help retain top talent in this ever-changing job market.

Here are some services to consider offering:

  • Financial Wellness Coaching: Such as one-on-one coaching, workshops, webinars, and online tools
  • Financial Education: Literacy opportunities on topics such as budgeting, saving, investing, debt management, and overall financial planning.
  • Financial Wellness Benefits: Such as tuition reimbursement, employer-sponsored retirement plans, or home-buying assistance programs.

Family Support Services: 

Balancing the roles of parent, caregiver, and employee can feel like juggling two full-time jobs. Having a supportive employer makes all the difference. Caregiver responsibilities for both children and aging parents put a strain on mental and physical health. Having programs and support for a range of needs helps employees feel supported.

How do you invest in caregivers?

  • Financial support, such as childcare subsidies or discounts for daycare centers
  • Flex spending accounts for dependent care expenses
  • Backup care services
  • Eldercare resources
  • Caregiver leave/paid time off
  • Maternity and paternity leave
  • Mental health benefits for caregivers
  • Return to work programs

mother on laptop and child in high chair

Wellbeing investments in the workplace are retention boosters and help secure top talent. According to another Gallup poll, 63% of workers say that having work-life balance and better personal wellbeing opportunities is very important when considering a new job. Organizations should look to provide more inclusive, equitable benefits and wellbeing programs across their workforce. In the future, organizations will intensify their focus on human-centric wellbeing, aiming to enhance the employee experience and drive concrete business results by evolving from the appearance of personalization to genuine personalization.

 The wellness landscape is changing daily. Employers should research the options by seeking guidance with a PEO. We have multiple wellness programs and initiatives that can be implemented and offer comprehensive ACA compliance/reporting services to clients.

Learn how our PEO Partnership can help your group please contact us at or (855)667-4621.

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NYS DFS 2024 Rates Approved

NYS DFS 2024 Rates Approved

Earlier today, the long-awaited NYS Dept of Financial Services approved 2024 health insurance rate requests. And it was worth it with small groups stabilized.  Small group rates increased by 7.4% and  12.4% for individuals.

As per NY State Law, Health Insurers are required to send out early notices of rate request filings to groups and subscribers. Despite only 3 months of mature claims data experience for 2023  health insurers’ original requests were noticeably above the average of 22%/individuals and 15.3% for small groups.

State Department of Financial Services officials asserted the rising cost of medical care — including in-patient hospital stays and rapid increases in drug prices — continued to be the main driver of health insurance premium increases. The final approved rates for 2024 would keep health insurers’ profit provisions at 1%, state officials added, noting they sought to limit those returns in light of ongoing inflationary pressures harming consumers. That said, in anticipation of spikes in claims submissions + overall inflation, a larger-than-average increase is needed. This is in addition to increases in pricing by hospitals, consolidated IPA groups, and pharmaceuticals.

Rate Factors

The state noted that the premiums increase main drivers are medications.  “Rising medical costs and inflation continue to put upward pressure on premiums,” said Superintendent Harris. “With our rate actions announced today, we continue to prioritize the financial well-being of consumers while ensuring that New Yorkers have access to a robust, stable health insurance market.”  Also, DFS, recognizing the continued uncertainty of the pandemic’s effect on consumers’ healthcare costs and the economy, held insurers’ profit provisions to a low 1%. 

Health Insurers

Oxford/Unitedhealthcare, notably, got only a 4.7% rate increase approval for next year. This is a sharp reduction from the original 15.5% request in part to disagreed anticipated costs, held reserves, overall market pricing, and reinsurance gained from ACA’s Risk Corridor.  See more info here,

Small Group Market   

Almost 800,000 New Yorkers are enrolled in small group plans, which cover employers with up to 100 employees. Insurers requested an average rate increase of 15.3% in the small group market, which DFS cut by 52% to 7.4% for 2024, saving small businesses $607 million. A number of small businesses also will be eligible for tax credits that may lower those premium costs even further, such as the Small Business Health Care Tax Credit.
















*Indicates the Company will offer products on the NY State of Health Marketplace in 2024.

PEO Alternatives to Small Group

Before you consider renewing automatically, you should first find out what is a PEO so that you can know exactly what to expect from it. PEOs are large-group markets underwritten.  With the right PEO, you will be able to manage your business’s demand for growth and your employees as well.

Clients on average save 15-40% off the small group market. If you are looking for a complete insurance solution for your business, go to our website and check out our business insurance solutions. Contact us for more information today.

Learn how a PEO can make a difference for your group. For more information on how Employer-Sponsored Insurance and a PEO can make a difference for your small business please contact us at or 855-667-4621.





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Get Covered NJ and American Rescue Plan Act

Get Covered NJ and American Rescue Plan Act

Get Covered NJ and American Rescue Plan Act and the Extension of COVID-19 Special Enrollment Period

Governor Murphy announced an extension of the COVID-19 Special Enrollment Period for Get Covered New Jersey to May 1, 2021.

Special Enrollment Period Effective Dates:

  • Enroll by March 31, coverage effective April 1
  • Enroll by April 30, coverage effective May 1
  • Enroll by May 15, coverage effective June 1

The American Rescue Plan – Additional Financial Relief 

The new COVID-19 relief bill, the American Rescue Plan Act of 2021, will reduce health insurance premiums by providing more financial help to eligible consumers who purchase a plan through Get Covered New Jersey. These changes will make coverage more affordable at many income levels:

  • Increases in financial help (Advance Premium Tax Credits or APTC) for all eligible consumers. The amount of financial help is based on household income just like before, but has increased at every income level. Families making less than 150% of the Federal Poverty Level (FPL) – or $19,140 a year for an individual or $39,300 for a family of four – will be eligible for near zero-dollar premiums under the new law.
  • New financial help for higher incomes. Previously, financial help was not available for households making more than $51,040 for an individual or $104,800 for a family of four. The new law ensures that no family spends more than 8.5% of their income on health insurance premiums. This means many individuals who previously did not qualify for financial help from the federal government may now see more affordable premiums.
  • Financial help for unemployed. Additional financial help may be available for anyone who has received unemployment benefits in 2021

For more details visit the Get Covered New Jersey COVID-19 webpage at:

Learn how a Private Exchange and our PEO Partnership can help your group please contact us at or (855)667-4621.

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Top 7 Health Trends for 2021

Top 7 Health Trends for 2021

Health Tech trends had been diverted last year due to the impact of the COVID. Yet the emerging results are very real and for 2021.  

What do you think the defining healthy living trends of 2021 will be? Here are a few to keep your eye on.

Distanced and Digital

1.   Telemedicine. Virtual doctor’s appointments were already catching on before the pandemic began, and they’re most likely here to stay. Some visits will still need to be done in person, of course, but don’t be surprised if others, like therapy sessions and quick check-ins, stay digital. The adoption rate has skyrocketed in part because of convenience but also low cost. During the first quarter of 2020, the number of Telehealth visits increased by 50%, compared with the same period in 2019, with a 154% increase in visits noted in surveillance week 13 in 2020, compared with the same period in 2019.  See – Preparing for a Telehealth Visit.

2.  Ditching the Gym. As social distancing remains a part of life, many people are skipping the gym for good. Everyday routines now include exercising outside as much as possible or turning to apps and videos to find quality solo or group workouts. Health Insurers have doubled down on member gym rewards and expansion to ages as young as 13. Additionally, attending classes has been also recognized. For example, Oxford Health Plans sponsored  Chelsea Piers Fitness Virtual Classes.

3.  Genomic Breakthrough.  Scientists have already made many advances in treatments of killer diseases, including Duchenne muscular Dystrophy, heart disease, and cancer. Due to breakthroughs in this field, we’re likely to see accelerated development of forms of treatment known as “precision medicine,” where drugs can be customized to match the genetic profile of individual patients, making them more effective, as well as less likely to cause unwanted side-effects.  Just imagine custom prescriptions based on your genetics.

4.  Data and Artificial Intelligence analytics.  The coronavirus pandemic has shown us that there is a willingness to share our personal data when the benefits to our health are clearly communicated. This has been proven by track-and-trace systems that have reliably kept infection levels in check in some regions (though less so in others). This will be particularly important from a financial point of view. The coronavirus pandemic has been costly for the healthcare industry, with revenues falling by 50% in the US due to patients avoiding hospitals and surgeries. This will lead to an increased reliance on AI-driven prediction tools to forecast where resources can be used most efficiently. Insurance providers will also step up their use of advanced predictive technology to better understand risk and more accurately set premiums.

Mindful Living

5.  Prioritizing mental health. A stressful 2020 placed mental health needs in the spotlight. As a result, many individuals, families, and workplaces feel more comfortable discussing this essential topic. Expect to see a continued focus on stress relief, honest communication, coping techniques, and more.  To be sure Yoga has been widely recognized under the gym rewards. 

6.  Thoughtful cooking and eating. You’ll also probably see a continuing emphasis on sustainable and locally sourced food. This means more home and community gardens, creative and collaborative cooking, and supporting your favorite restaurants by ordering takeout. Overall, in 2021 we’ll be more aware of food sourcing and quality than ever before. People have become more comfortable cooking healthy meals as a health measure and nice savings. 

7.  Future Planning

After managing so much uncertainty these past few months, preparing for the future has become more urgent. Estate planning, exploring your life insurance options, and taking advantage of your health coverage are all continuing priorities.

We also offer personal line insurance such as renter’s policies, home insurance, and life insurance.  


Top Health Trends for 2021

Learn how our PEO Partnership can help your group please contact us at or (855)667-4621.

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President Signs $2.3 Trillion Stimulus CARES Act

President Signs $2.3 Trillion Stimulus CARES Act

President Signs $2.3 Trillion Stimulus CARES Act

Visualization of the CARES ActPresident Donald Trump signed a $2 trillion bipartisan stimulus package Friday that is intended to address the threat of economic disaster posed by the coronavirus pandemic.

The largest stimulus in U.S. history stimulus package aimed at resuscitating the economy following several weeks of severe, acute economic downturn.  Senate and House passed the bill unanimously after a week. The following are the healthcare related provisions:


Hospitals will receive the $100 billion in federal assistance they initially requested be in the FFCRA along with a 20 percent bump in Medicare payments for treating COVID-19 patients. Experts expect rural hospitals to be hit especially hard during this pandemic, since they already operate on thin margins with limited staff.

Insurance Companies

Unlike the providers, insurers were not so lucky. Carriers requested an emergency fund to offset losses from the pandemic, including premium subsidies to help fund temporary COBRA coverage, but received nothing.

The bill expands coverage beyond what was in last week’s Families First bill by requiring health insurers to pay for coronavirus testing beyond those that are FDA-approved to include those provided by labs, state-developed tests, and any other tests approved by HHS.

Telehealth Expanded to HSA (Health Savings Accounts)

Accessibility for telehealth is also expanded. High deductible health plans with HSAs may now allow pre-deductible coverage for telehealth and other remote services, as well as allowing the use of HSAs for the purchase of over-the-counter medications without a prescription. In the past, the HSA Deductibel would have to first be met.

OTC items bought with pre-tax funds

After the Affordable Care Act, over-the-counter (OTC) drugs and medicines required a prescription in order to be eligible for reimbursement from an HSA, FSA or HRA. The CARES Act would allow individuals enrolled in these pre-tax accounts to pay for OTC drugs and medicines without a prescription. This action helps to reduce additional strain from an already overwhelmed healthcare system. This is a permanent chang

Surprise Bills

Very limited action was also taken to address surprise medical bills. Under the CARES Act, all health insurance plans would reimburse a COVID-19 test provider at the in-network rate put in place prior to the breakout. If the provider is out of network, the health plan is to fully reimburse the provider based on the provider’s own “cash price” which must be made publically available while the public health emergency is still declared. Providers that do not post their test price publically could be fined up to $300 a day. States like NYS in 2015 and NJ in 2018 have already passed Surprise Medical Bill Laws.


Will the Empire State see relief with the passage of the CARES Act? Governor Cuomo is not so sure, claiming that the $3.8 billion New York will receive is “a drop in the bucket as to need,” and that a previous House bill would have given his state $17 billion. Cuomo’s budget office predicted on Tuesday that state revenue losses could be as high as $15 billion.

Additionally, NYS Department of Labor received over one million calls from recently unemployed individuals in a single week, while the country as a whole reported 3.3 million jobs lost. The governor had already implemented several executive orders and moratoriums to provide relief for New Yorkers, including a 90-day pause on evictions as well as a halt on both medical debt and student loan debt collection. This week, the governor announced that utility companies will postpone rate increases that were set to go into effect on April 1.

State Funding

The bill also provides $150 billion for state and local governments, as states quickly burn through their own funding. Several states anticipate they will face multibillion-dollar budget shortfalls. New York’s budget office, for example, anticipates state revenue losses could be as high as $15 billion. The massive stimulus package also includes:
  • $200 million to be invested in telemedicine
  • $30 Billion for education funding
  • $25 Billion for public transit
  • $17 Billion for small businesses
  • $10.5 billion for the Pentagon, including $1.5 billion to deploy the National Guard
  • $10 billion Treasury loan for the Postal Service

SMB Relief

The 800-page Act includes many provisions to help small and medium-sized businesses (SMBs). It will provide $350 billion worth of loans to SMBs. Note: 
  • Small business interruption loans

    This is in addition to the Small Business Administration (SBA) Economic Injury Disaster Loan program, which provides loans up to $2 million and is available to SMBs in all 50 states. 

    Small businesses, non-profit organizations, sole proprietorships, and self-employed individuals with 500 or fewer employees per location are eligible for loans up to $10 million. The maximum interest rate is 4%.

    The loan can be used to provide:

    • Payroll
    • Mortgage or rent payments
    • Utility payments
    • Healthcare premiums
    • Other debt obligations

    Any portion of the loan used for payroll and existing debt obligations will be eligible for loan forgiveness for an 8-week period from the beginning of the loan, given they can maintain the equivalent number of full-time employees through June.

    Organizations that have already laid off workers due to the pandemic will still be eligible for the loans and loan forgiveness if they rehire their staff members.

    Portions of the loan used for payroll issued to workers who earn over $100,000 will not be forgiven.

    The stimulus legislation states portions of the loans used for covered expenses will convert to grants, but interest will still have to be paid.

    Loan forgiveness is reduced proportionately to any reduction in workforce or wages compared to the prior year.

    Businesses that receive funding under the “Paycheck Protection Program” are not eligible for the SBA EIDL loans.

  • Any portion of the loan used for payroll and existing debt obligations will be eligible for loan forgiveness for an 8-week period.

  • The Act also provides a refundable payroll tax credit equal to 50% of “qualified wages.

  • Qualified individuals will receive up to $1,200 per person (or $2,400 for married filing jointly) with an additional $500 per child. The benefit decreases by $5 for every $100 in income over $75,000 and will not be paid to single taxpayers who make $99,000 (or $198,000 for married filing jointly).

  • Federal Income Tax Returns normally due on April 15 will not be due until July 15, 2020.

  • The Act extends unemployment benefits from 26 weeks to 39 weeks. The benefit amount is calculated under state law, plus $600 in federal funding per week up to 4 months. It will also waive the one-week waiting period.

  • It also provides unemployment benefits for self-employed workers and contractors.

The legislation is surprisingly vague on exactly how the money will be distributed, although most of those who have been working to shape it assume that HHS Secretary Alex Azar will likely have a major role to play.

The information provided on this website is intended for informational purposes only.  As more details emerge, we will continue to update this article. Millennium Medical Solutions Corp. does not offer legal or medical guidance.  Those with legal or medical questions should seek appropriate assistance from a licensed professional.  Stay up to date by signing up for Newsletter and Coronavirus Dashboard below.

Learn how our PEO Partnership can help your group please contact us at or (855)667-4621.

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HRA Final Rules

HRA Final Rules

On June 13, 2019, the Departments of Labor, Health & Human Services and Treasury released final rules concerning Health Reimbursement Arrangements (HRAs).  The 497-page rule includes the creation of two new types of HRAs, the “Individual Coverage HRA” and the “Excepted Benefit HRA.” 

Advantages of the Individual Coverage HRA

  • Funds can be used to reimburse the employee’s premiums for an individual health insurance policy.
  • Reimbursements made to employees do not count towards the employee’s taxable wages.
  • The employer can choose to roll-over unused amounts into the following year.
  • Coverage can be offered to different classes of employees (e.g.; full-time, part-time, seasonal, salaried, hourly)
  • An offer of the Individual Coverage HRA represents an “offer of coverage” under the employer mandate, however, contributions must meet affordability guidelines. The IRS will release further guidelines regarding this later.

Individual HRA restrictions: 

  • An offer of an Individual Coverage HRA cannot be made to any employee that is offered a traditional group health plan.
  • If an offer of coverage is made to a class of employees, there is a minimum class size that is required. Size is typically 10% of that specific class of employees. For example, if an employer has 200 employees, a minimum of 20 employees would have to be in a specified class.
  • Contributions can be in any amount that the employer chooses, but contributions must be consistent for all employees in a specified class.
  • The employer must provide notice of the Individual Coverage HRA to employees.
  • The employer must be able to substantiate that the employee is enrolled in an individual plan or Medicare (model notices are available).
  • The employer must notify employees on an annual basis that the individual health insurance is NOT subject to ERISA.

The final rule also created the “Excepted Benefit HRA” which, starting in January of 2020, will permit employers to finance additional medical care. Employees can use the HRA without having to be enrolled in the group’s traditional health plan. 

“Excepted Benefit HRA” include:

  • The annual contribution is capped at $1,800.
  • It must be offered in conjunction with a group health plan, but there is no requirement for the employee to enroll in that plan.
  • The “Excepted Benefit HRA” cannot be used to fund group health or Medicare premiums.
  • It can fund premiums for dental, vision, or short-term limited duration insurance.

Effective Date:

Employers who want to offer the “Individual Coverage HRA” for January 1, 2020, can do so but employees will need to enroll in an individual plan during the 2019 open enrollment period (November 1, 2019 – December 15, 2019). 

If you have any questions or would like additional information, please contact us at 855-667-4621 or