Voluntary benefits are becoming increasingly important to employees as they focus on their physical, mental, social and financial health. As a result, many employers have expanded their voluntary benefits offerings to address employees’ needs and improve their attraction and retention efforts.  Because some of these offerings are disability benefits, it’s more important than ever to understand the differences between short- and long-term disability insurance and COBRA. What are disability benefits? Disability benefits provide guaranteed income or job protection to employees who are unable to work due to serious illness or injury. The most common disability benefits are STD and LTD insurance. However, understanding the differences between short- and long-term benefits and other laws, such as the Consolidated Omnibus Budget Reconciliation Act , can be complicated and difficult for employers to navigate. This article provides a general overview of STD, LTD and COBRA and explores how both

Mentoring in the workplace is often an overlooked strategy to attract and retain top talent. Over the years, it’s becoming clearer that employers who promote and facilitate strong mentorships may experience improved employee retention, morale and engagement. In this article, you’ll learn about workplace mentorship and how to get started. 3 Statistics that Enforce the Importance of Mentorship Before we take a deep dive into mentorship, you may be wondering, “Why do I need a workplace mentorship program?” We’ve gathered three key statistics that identify the importance of creating a mentorship program at work. According to a study from the University of Phoenix, more than half of employees are looking for a new job or expect to be looking for a new job in the next six months. A LinkedIn Workforce study found that 94% of employees would stay at their jobs longer if their employers invested in their career development. According to a study from consulting firm Randstad, employees are 49%

The  Pregnant Workers Fairness Act , which was signed into law on Dec. 29, 2022, will take effect June 27, 2023. Under this law, employers with at least 15 employees must provide reasonable accommodations to workers with known limitations related to pregnancy, childbirth or related medical conditions unless the accommodation will cause the employer an “undue hardship.” The U.S. Equal Employment Opportunity Commission will accept complaints under the PWFA starting June 27, 2023, — the day the law goes into effect — for situations occurring on or after that date. However, according to a recent survey by AbsenceSoft, a leave and accommodation management solutions provider, 43% of human resources leaders are either not at all or only somewhat familiar with the PWFA. Nearly half said their HR department is not at all prepared or just starting to prepare for the June 27 deadline. To help prepare for the PWFA, here are some steps employers should take to ensure compliance. What is the PWFA? T