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Employer Benefits Trends

Lively · October 25, 2018 · 3 min read


Two themes have emerged in employer benefits trends this year: cost cutting and employee output optimization. Both are designed to get more from employees at lower costs. Plus, a few legal changes to keep employers on their toes.

Unlike years past, these trends are being implemented with changes to both traditional and modern benefits solutions. In this post, we will explore how that will affect a la carte benefits offerings.

What Does This Mean for Employer Benefits?

  1. HDHP plans become the Norm – In 2018, over 65% of large employers offered a high deductible health plan in addition to traditional health plans. In 2019, More than 9 in 10 employers expect to offer high-deductible plans in 2019. Why? HDHPs are cheaper for employers to offer. In order to compensate for the higher out-of-pocket costs, employers are also increasingly offering HSAs (health savings accounts) to employees. They also are the only way to save over the long-term for health costs. The results of higher healthcare expenses are the rapid adoption of HDHPs and HSAs.

  2. Paid Leave Expands – Two things are at play here. First, an extra-competitive job market is forcing employers to offer top-tier (but low cost) benefits. Paid leave tops that list. Second, new laws, like the Paid Family Leave in California are forcing national companies to increase their baseline paid leave offerings. Smaller companies will likely be forced to follow to stay competitive.

  3. Financial Well-Being – This one might be surprising.  Employers have already increased financial well-being benefits in 2017. In fact, nearly half of employers offer some kind of financial advice programs. This includes areas like student loan debt, personal finance & budgeting. Some programs even extend to help with emotional well-being. The rationale is that financially secure and happy employers are more productive.

One Final Benefits Trend

One bonus perk to these modern benefits experiences should be better integrations resulting in fewer forms and less time wasted adding basic personal information. This trend has been a long time coming. If not, this might be an indication your benefits solutions are a bit outdated and ripe for change.

Employers will continue to look for cost-saving techniques, but not at the cost of employee productivity. This trend surfaced in 2017, will prevail in 2018 and won’t be slowing down into 2019. Employer benefits costs are now measured directly against employee satisfaction, retention, and company growth.

If you need more help with health account decisions, check out our blog. We will make you a healthcare benefits expert in no time, without any extra work or effort on your end.



Lively is the modern HSA experience built for—and by—those seeking stability in the ever-shifting healthcare landscape. By harnessing modern innovation and deep industry expertise, Lively is committed to bridging today’s savings with tomorrow’s unknowns. Unlike traditional institutions hindered by bureaucracy, Lively’s commitment extends beyond initial set up to providing dedicated, ongoing support and education for every step. So each HSA can reach its maximum potential with minimal headache.

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On May 9, 2024 the Internal Revenue Service announced the HSA contribution limits for 2025. For 2025 HSA-eligible account holders are allowed to contribute: $4,300 for individual coverage and $8,500 for family coverage. If you are 55 years or older, you’re still eligible to contribute an extra $1,000 catch-up contribution.

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What is the Difference Between a Flexible Spending Account and a Health Savings Account?

Lauren Hargrave · February 9, 2024 · 12 min read

A Health Savings Account (HSA) and Healthcare Flexible Spending Account (FSA) provide up to 30% savings on out-of-pocket healthcare expenses. That’s good news. Except you can’t contribute to an HSA and Healthcare FSA at the same time. So what if your employer offers both benefits? How do you choose which account type is best for you? Let’s explore the advantages of each to help you decide which wins in HSA vs FSA.

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Health Savings Accounts

Ways Health Savings Account Matching Benefits Employers

Lauren Hargrave · October 13, 2023 · 7 min read

Employers need employees to adopt and engage with their benefits and one way to encourage employees to adopt and contribute to (i.e. engage with) an HSA, is for employers to match employees’ contributions.

Disclaimer: the content presented in this article are for informational purposes only, and is not, and must not be considered tax, investment, legal, accounting or financial planning advice, nor a recommendation as to a specific course of action. Investors should consult all available information, including fund prospectuses, and consult with appropriate tax, investment, accounting, legal, and accounting professionals, as appropriate, before making any investment or utilizing any financial planning strategy.



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