Supporting Employee Health Across All Ages with Easy-to-Access Benefits

The demographics of the American workforce are changing, as are the needs of employees. After a tumultuous era during pandemic-fueled labor shortages, mass layoffs, and “The Great Resignation,” America’s workforce has turned a corner. Now, employers face a new reality: an aging workforce that is more diverse and better educated.

According to Pew Research, the number of workers aged 65 and older has almost quadrupled over the past three decades. The combination of this aging demographic and a rise in chronic conditions like diabetes, some cancers, and heart disease requires more complex support from employers. This prompts many businesses to focus on the best ways to support employees in achieving long-term well-being. However, this level of support is not strictly an older person’s game.

Healthy aging is a priority for employees of all ages, as preventative care, benefits education, and retirement planning are essential to maintaining physical and financial well-being. Employers are uniquely positioned to provide resources that promote healthy aging for a multigenerational workforce. Companies must look beyond traditional, once-a-year benefits reviews and ensure employees have the tools and knowledge to access their benefits and make changes year-round. Leveraging technology to provide easy access to benefits has never been more important.

The Role of Technology in Boosting Benefits Accessibility

Preventative care options are essential to supporting healthy aging among employees. Chronic and mental health conditions make up the majority of the nation’s healthcare expenditures, totaling $4.5 trillion. By empowering employees to take control of their healthcare through accessible benefits technology, employers can help reduce these costs while improving workforce productivity and happiness.

Mobile-friendly, self-service platforms allow employees to manage their benefits on the devices they use daily, eliminating reliance on HR for common tasks like updating life events or acknowledging compliance. This ease of access encourages engagement with preventative care services such as checkups, screenings, and wellness programs.

Consider an employee managing a chronic condition like high blood pressure. They can log into their benefits portal to review coverage options that support preventative care, such as consultations with healthcare professionals or fitness programs. This gives them the foundation needed to initiate proactive health measures without waiting for the next open enrollment period.

Similarly, an employee nearing retirement who has been managing diabetes may need more specialized care, like visits to specialists. Self-service platforms let them review their options and adjust as their health needs evolve, ensuring they access the care they need year-round.

By regularly reviewing their benefits and exploring wellness programs, employees can better manage their conditions, access preventative care, and improve their quality of life—helping avoid more costly interventions.

Benefits Education Beyond Open Enrollment

Employees need an ongoing understanding of and access to their benefits to make informed decisions about their health and financial futures. When benefits education is confined to the open enrollment period, employees may feel unprepared and unsure of their options when they need to make adjustments. Life doesn’t stop after enrollment closes, so why should access to benefits? A central hub for benefits education and control makes a huge difference in engagement. Employers prioritizing ongoing education and access to benefits platforms throughout the year can guarantee that employees are more engaged and better equipped to make decisions impacting their long-term health and well-being.

Having technology at their fingertips to increase knowledge and utilization of their coverage makes it simple to schedule regular health screenings and engage in other health practices. By integrating year-round access to benefits platforms with targeted education, employers can address employees’ unique needs at every stage of life.

For instance, an employee who recently turned 50 may want to explore options for retirement savings plans or preventative health screenings more relevant to their age group. With a self-service platform, they can easily compare their options, calculate costs, and adjust their benefits in real-time—without waiting for the next enrollment period or contacting HR. This ongoing engagement with benefits education helps employees fully understand the available resources, leading to better utilization of preventative care services and financial planning tools.

Financial Security and Retirement Planning

Healthy aging is not just about physical well-being—financial security is a staple in preparing employees for retirement, especially when considering future healthcare costs. Companies that provide financial planning tools, such as Medical Expense Reimbursement Plans (MERPs), allow employees to set aside funds for healthcare expenses as they age.

Employees can manage their retirement planning more effectively with their self-service platforms. From their mobile devices, they can review account balances, submit claims, and even convert unused benefits into retirement savings. An employee may use the platform to allocate a portion of their unused vacation days toward their retirement savings, ensuring they have additional funds available to cover healthcare costs in their later years. This encourages them to actively plan for their future health expenses, reducing financial stress and allowing them to approach retirement confidently.

Support Healthy Aging for Life

The future of a healthy, engaged workforce depends on providing the right tools and resources to employees of all ages. It’s clear to see the ways technology is breaking down unnecessary administrative barriers, giving employees easier access to their benefits. Employers that prioritize tech-driven accessibility and education set their workforce up for long-term success, creating a healthier, more sustainable organization in the process.