Blog | OneGroup

Workplace Wellness Trends To Stay on Top of in 2025 (and Beyond)

Skylar Revette | June 13, 2025

Young black female relax practice yoga at workplace, breathe fresh air. Peace concept.

Making wellness a cornerstone of your benefits strategy can lengthen employee tenure, reduce turnover and save on human capital costs. Here are five innovative ways to put wellness front and center.

Across the world, interest in wellness is increasing. Searches for wellness-related topics like “seasonal depression,” “meditation,” “yoga” and “oral health” have increased significantly year over year.

What does this mean for employers? By shifting your employee benefits to put wellness in the center, you can increase employees’ tenure, reduce turnover and save on human capital costs in the long term.

In this article, we’ll discuss how you can capitalize on the newfound attention on workplace wellness. Here are five of the most innovative ways to place workplace wellness at the center of your HR strategy.

1. Offer a flexible fitness benefit

According to the human resources association SHRM, a fitness center discount is the most sought-after wellness benefit among American employees.

But when it comes to wellness, one size doesn’t fit all. While some employers offer discounted or complimentary memberships to local fitness centers, others choose to reimburse employees for all or a portion of their preferred method of achieving wellness. The reimbursement must meet certain parameters, of course, and the spending is capped.

This flexibility allows employees to pursue other methods of finding balance beyond a traditional gym. For example, employees might join a Pilates studio, begin a massage membership or enroll in a running club.

2. Show that you prioritize your employees’ mental health

There are many ways to show your employees you care about their mental health. Start by analyzing your current health insurance offerings. Do you provide a way for your employees to access mental health coverage? In most cases, adding this benefit won’t break the bank.

In fact, according to a study published by the National Institutes of Health, adding mental health coverage to an existing health care plan typically only costs between $3 and $9 per employee per month. The study also showed that spending the extra money each month in premiums paid off in the long term in the form of lower overall health care costs among the employee population. From a mental health standpoint, this makes sense. A happier workforce is a healthier one.

3. Ensure your leave policies reflect your commitment to wellness

You are committed to your employees’ mental and emotional well-being, but do your leave policies reflect that commitment? If not, your employees could be missing the message. There are several ways to ensure your values translate to your organization’s day-to-day. Consider the following:

Offer mental health days. Many employers offer one or two days off per year for employees to refresh and recharge, no questions asked; these days are separate from PTO banks and sick time. This practice helps prevent burnout and also sends the message that mental health is valued at your organization.

When it comes to parental leave, walk the talk. Many employers claim to be a great place for a young parent to balance family life with their career, but not all parental leave policies reflect these ideals. Some of the most progressive employers offer paid leave well above what federal or state regulations require. Other employers take creative approaches to help parents ease back in to full-time work, such as phased return-to-work plans.

Reduce the stigma surrounding taking paid time off. Even if you offer generous or unlimited paid time off, it serves no purpose if your employees are reluctant to use it. Encourage managers to lead by example by taking time off themselves and allowing employees to disconnect from work while they’re out of the office.

4. Explore nontraditional work arrangements

Remote and hybrid work don’t work for every role, every department, every company or every industry. That said, there are so many ways you can offer flexible and nontraditional work arrangements besides letting your employees work from home full time or 50% of the time. Consider the following:

Allow employees to choose their own hours within their five-day workweek.
Allow employees to compress their workweeks into four days instead of five.
Offer shortened Friday workdays in the summer.
Observe “no meeting days” each month to help employees focus on completing outstanding projects.

5. Remember financial wellness

When employees are stressed about their finances, it can feel impossible to focus on their jobs. Employers who offer financial wellness resources can help employees make the most of their salaries, bonuses, and commissions, and reduce the stress and anxiety we all grapple with from time to time.

Many employers partner with financial institutions that offer financial advisory services, such as national warehouses or smaller local banks. Financial advisors can work with employees one-on-one or host group meetings to teach financial planning, retirement saving and debt reduction skills.

Other employers offer tuition assistance, student loan repayment support or tuition reimbursement. Depending on the age and demographics of your workforce, this can be a particularly attractive benefit. For a middle-aged workforce, child care subsidies may be more beneficial.

Looking for help?

If you’re interested in adding wellness to your benefits program or taking a look at what you already have, feel free to reach out to our employee benefits team.

This content is for informational purposes only and not for the purpose of providing professional, financial, medical or legal advice. You should contact your licensed professional to obtain advice with respect to any particular issue or problem. Please refer to your policy contract for any specific information or questions on applicability of coverage.

Please note coverage can not be bound or a claim reported without written acknowledgment from a OneGroup Representative.

School Buses Are Rolling Risks

Skylar Revette | June 12, 2025

Yellow school bus on a bustling city street with pedestrians in New York.

With proper insurance and safety management, your school district can avoid various losses and complaints. And you can go on providing a great environment for students to travel to and from school and events.

Every day, around 26 million kids hop on a school bus, according to the New York School Bus Contractors Association. School buses are among the safest vehicles on the road, involved in less than 1% of all traffic fatalities nationwide, as per the National Highway Traffic Safety Administration (NHTSA). But what if one of those rare fatalities happens in your district? And what about the other risks associated with getting groups of kids safely on and off buses, or traveling with children who don’t always follow the rules?

Now, consider the added challenge of distracted bus drivers, who are trying to keep their eyes on the road and the kids simultaneously. A driver who brings their own behavioral issues on board, such as cellphone usage or problems handling stress and anger, adds further risk.

It’s a lot to manage. That’s why every public and private school system needs a comprehensive insurance and risk management plan for its bus fleets.

Insurance to Protect Your Fleet

Your transportation fleet may consist of the standard yellow school bus, but it might also include smaller activity buses and vans. The NHTSA defines a “bus” as any vehicle with a capacity of 11 or more (including the driver) that is used to carry students to and from school or related events. Buses are categorized as “passenger transportation vehicles,” which means each driver needs a commercial driver’s license.

Buses also require special insurance:

Commercial Auto Liability: Mandated in every state, this protects your driver and the school district if the driver is accused of negligence or found to be at fault for an accident. It covers the medical costs of any pedestrians or other motorists who are injured or killed, as well as the repair and replacement costs of any property damage or loss. In most cases, the school employing the driver or contractor carries insurance for the vehicle and the driver.

Each state has its own liability requirements. For example, Georgia expects all school buses to have a liability limit of at least $5 million, while Illinois requires only $25,000 if you meet additional standards. Your insurance professional can inform you of the proper levels for your state and provide the necessary certificates of insurance to prove you have met the standards.

Commercial Auto Physical Damage: This protects the fleet itself. It covers the value of each bus and reimburses you for replacements and repairs. There are three forms of physical damage coverage:

Collision Coverage: Pays for physical or mechanical damage that may happen when a bus is hit or hits another vehicle or stationary object, or when a bus overturns.
Comprehensive Coverage: Compensates you for any physical damage not addressed with collision coverage. This includes theft, vandalism, fires, hail, animal strikes, falling objects, and broken glass that is not the result of a collision or overturn. As with all policies, confirm the details and any exclusions with your insurance professional.
Specified Causes of Loss Coverage: A limited version of comprehensive coverage that identifies and extends protection for individual loss scenarios, such as mischief and vandalism. Some districts choose one or more of these narrower policies to save money and because they do not feel the benefits of the broader all-risks coverage are worth the premium.

Enhanced Protection Options

Other popular policies or enhancements that some school districts add to their protection packages are:

Workers’ compensation (as required by the state)
Zero-deductible glass repair
Towing
Electronic equipment
Sexual abuse and molestation, an unfortunate but real-life issue that school districts must consider
Employment practices liability insurance, which protects you from employment-related claims like failure to promote or hire, wrongful termination, discrimination, sexual harassment or retaliation
Crisis management for help following a major incident or fatality, including image restoration
Excess medical payments or personal injury protection to cover drivers and passengers injured on your bus, regardless of fault
Underinsured/uninsured motorist for other at-fault drivers who don’t have enough coverage to pay for your losses

Safety and Risk Management Steps

Of course, the best approach to protecting your bus fleet is a proactive risk management program. Every state builds in some risk management via legislated bus specifications, such as allowable seat heights, swing arm attachment standards and annual compliance reviews.

But there are some additional risk management steps you should take:

Driver Screening: You can rely on DMV records to screen for a clean driving record. Check for speeding tickets, traffic violations, and reckless operation or DUI offenses. Consistently good driving records can help reduce your annual premiums. For an ongoing review of current employees, there are vendors who provide 24/7 monitoring of DMV records as well. As soon as a citation is issued to one of your drivers, you will be notified. It is also a good idea to conduct criminal and sexual offender background checks.
Driver Training: Require drivers to drive their bus routes in advance of the school year, noting any safety issues on the streets or at each stop. Consider on-road training or search for online safety programs that highlight a particular safety concern, such as distracted driving.
Telematics: This technology allows you to track driver behavior in real time. This could include on-bus cameras or monitoring units that track and store acceleration rates, braking, sharp turns and other driving behavior. The trick with any telematics is to properly introduce the program to drivers. You want them to know it is in place for their protection and to help minimize accidents, not as a punitive device. Never install telematics without clearly communicating and framing how you plan to use them. If you do choose this as a risk management tool, the supplier you select should be able to help with proper introduction and training.

Make it a Joy Ride

As you consider your overall insurance and risk management program for your fleet, remember that you’re protecting much more than a bus.

When you provide your drivers the training, support, and safeguards they need, they’re free to focus on what really matters. And that’s safely delivering kids to and from school and creating an environment that helps kids prepare for or decompress from their day.

Contact Us

For more information on the risks that school buses pose please contact our Public Sector Team.

Please note coverage can not be bound or a claim reported without written acknowledgment from a OneGroup Representative.

Welcome Stacey Pettyjohn to OneGroup

Erin Morrisseau | June 11, 2025

Get to know the newest addition to our leadership team.

OneGroup is pleased to announce the appointment of Stacey Pettyjohn as Senior Vice President, Property & Casualty Service.

With more than 25 years of experience in the insurance industry, Pettyjohn brings a deep understanding of personal and commercial lines, as well as a strong track record in marketing, business development, operations, and human resources. Her strategic insight and operational leadership have consistently driven growth and enhanced client experience throughout her career.

In her new role, Pettyjohn will collaborate closely with Regional Presidents and their service leaders across both personal and commercial insurance sectors. Her primary focus will be to streamline operations, improve service delivery, and help teams dedicate more time to what matters most—exceptional client care.

“We are excited to welcome Stacey to our leadership team,” said Pierre Morrisseau, CEO of OneGroup. “Her extensive industry knowledge and passion for service excellence will be instrumental in advancing our mission and enhancing client value across the board.”

“It’s an honor to join OneGroup, where people and relationships are at the heart of everything we do. I’m excited to partner with our regional leaders to support our teams and enhance the service experience for every client we serve,” said Pettyjohn.

Pettyjohn’s appointment marks an important step in OneGroup’s continued growth and commitment to innovation, efficiency, and superior service.

About OneGroup

OneGroup is a leading risk management and insurance broker, offering employee benefits, business and personal insurance, HR consulting, risk management consulting, and claims management. OneGroup is recognized as one of Insurance Journal’s Top 100 Property and Casualty Agencies in the U.S. and is the third largest bank-owned agency on that list. With over 260 professionals and a comprehensive range of services, OneGroup provides innovative solutions to reduce risk and manage the impact of unpredictable events.

Stacey Pettyjohn, Senior VP, Property & Casualty Practice Leader

Please note coverage can not be bound or a claim reported without written acknowledgment from a OneGroup Representative.

What Is an OSHA Recordable Injury?

Skylar Revette | June 9, 2025

Pile of documents with Occupational Safety and Health Administration OSHA.

Many employers with 11 or more employees are required to keep a record of serious work-related injuries and illnesses. Here’s an overview of the Occupational Safety and Health Administration’s recordkeeping requirements.

To keep workplaces safe, the Occupational Safety and Health Administration (OSHA) requires many employers to keep a record of serious work-related injuries and illnesses.

While there are certain exceptions for low-risk industries, companies with 11 or more employees may be required to maintain injury and illness records. The Department of Labor and OSHA provide the following guidance.

Recordable injury or illness

A recordable injury or illness is:

Any work-related death
Any work-related injury or illness resulting in:
- Loss of consciousness
- Days away from work
- Restricted work
- Transfer to a different job
Any work-related injury or illness that requires medical treatment beyond first aid
Any work-related diagnosed case of:
- Cancer
- Chronic irreversible diseases
- Fractured or cracked bones or teeth
- Punctured eardrums

You should also be aware of special recording criteria for work-related cases involving:

Needle sticks and injuries caused by sharps
Medical removal
Hearing loss
Tuberculosis

Recordkeeping rules and workplace accidents

Regardless of whether you are an exempt industry, if an employee dies or suffers an in-patient hospitalization, amputation or loss of an eye due to a workplace incident, you must report it to OSHA. (See OSHA Standard 1904.39(b)(6)-(8) for more details.)

COVID-19 recordkeeping

In response to the COVID-19 pandemic, OSHA issued temporary and interim guidance rulings about how to handle a potential work-related exposure. Recording an incident as a part of recordkeeping does not mean an incident is also reportable.

Guidance on COVID-19 reporting continues to evolve, but you should record any incident of suspected work-related exposure to COVID-19 if you are required to keep injury and illness records.

Keep records of all employee training and risk mitigation efforts (e.g., face shields, disinfection schedules, distancing markings, hand-washing stations and temperature screenings).to prevent transmission at your workplace.

First aid

Recordkeeping is not necessary if the work-related injury or illness doesn’t require medical treatment beyond first aid. OSHA defines first aid as:

Using nonprescription medication at nonprescription strength (When a medication is available in both prescription and nonprescription form and a health care professional recommends the use of a nonprescription medication at prescription strength, then it is considered medical treatment for recordkeeping purposes.)
Administering tetanus immunizations (Immunizations such as hepatitis B vaccines and rabies vaccines are considered medical treatment.)
Cleaning, flushing or soaking skin wounds
Applying wound coverings, such as bandages
Applying butterfly bandages (Wound-closing devices, such as sutures, are considered medical treatment.)
Applying hot or cold therapy
Applying nonrigid supports, such as elastic bandages, wraps or nonrigid back belts (Devices with rigid stays or other methods to immobilize parts of the body are considered medical treatment for recordkeeping purposes.)
Using temporary immobilization devices such as splints, slings, neck collars or backboards to transport an accident victim
Piercing a fingernail or toenail to relieve pressure
Draining fluid from a blister
Applying an eye patch
Removing foreign bodies from an eye by irrigation or use of a cotton swab
Removing splinters or foreign material from areas other than the eyes by irrigation, tweezers, a cotton swab or other simple means
Using finger guards
Using massage (Physical therapy and chiropractic care are considered medical treatment for recordkeeping purposes.)
Drinking fluids for relief of heat stress

Recordkeeping

Proper recordkeeping can help identify hazards and implement protections at your workplace. Maintain your records on the worksite for at least five years. You will need to post in the workplace a summary of the previous year’s records between February and April each year. Current and former employees, or their representatives, may also request these records.

For more information, visit OSHA’s injury and illness recordkeeping and reporting requirements.

Please note coverage can not be bound or a claim reported without written acknowledgment from a OneGroup Representative.

Navigating Medicare Eligibility with an HSA

Skylar Revette | June 6, 2025

senior couple happy elderly love together

Important Information for Employees with an HSA Approaching Medicare Eligibility

For employees who currently have a Health Savings Account (HSA) and will soon be eligible for Medicare, it is crucial to understand how enrolling in Medicare will impact your HSA.

Enrolling in Medicare when you have an HSA

If you enroll in Medicare Part A and/or B, you can no longer contribute pre-tax dollars to your HSA. The month your Medicare begins, you should change your contribution to your HSA to zero dollars per month if you plan to enroll into any portion of Medicare.

It is important to note that you can continue to withdraw money from your HSA even after enrolling in Medicare. These funds can be used to pay for various medical expenses, including deductibles, premiums, copayments, and coinsurances. As long as you use the account for qualified medical expenses, the funds will remain tax-free.

Delaying Medicare Coverage

If you are still working and have health coverage through a large employer (over 20 full-time employees), this coverage will pay primary to Medicare. This means you may choose to delay enrolling in Medicare and continue contributing to your HSA.

When you decide to delay enrollment into Medicare, make sure to stop contributing to your HSA at least six months before you do plan to enroll. When you enroll in Medicare Part A after age 65, you receive up to six months of retroactive coverage, not going back farther than your initial month of eligibility. If you do not stop HSA contributions at least six months before Medicare enrollment, you may incur a tax penalty for the amount contributed in that time.

To Learn More

To learn more about Medicare eligibility can be affected by an HSA click here. Stay informed, stay healthy, and let OneGroup be your trusted partner in navigating Medicare. Click here to get in touch OneGroup’s Medicare team for more information.

We are not a government agency. We are licensed insurance agents who discuss insurance programs such as Medicare Advantage, Medigap, and Medicare Part D Prescription Drug Coverage. Any information we provide is limited to those plans we do offer in your area. Please contact Medicare.gov or 1-800-Medicare to get information on all of your options.

Please note coverage can not be bound or a claim reported without written acknowledgment from a OneGroup Representative.

PCORI Fee Due July 31

Skylar Revette | June 5, 2025

Businessman touching to tick correct sign mark in checkbox for quality document control checklist and business approve project concept.

Understand the when, what and why of the Patient-Centered Outcomes Research Institute (PCORI) fee.

When

The Patient-Centered Outcomes Research Institute (PCORI) fee is due annually by July 31. Use the second-quarter Form 720 to make your payment. (Note: Although Form 720 is a quarterly form, you only have to pay the PCORI fee once a year.)

The IRS has adjusted the PCORI fee to $3.47 per covered life. This year’s amount is up 25 cents from last year’s fee of $3.22 per covered life.

This year’s fee applies to health plan years ending on or after Oct. 1, 2024, and before Oct. 1, 2025. This period includes 2024 calendar plan years.

What

Health insurers and self-insured health plans pay the fee each year to fund PCORI’s research. PCORI fees cannot be paid with plan assets. Employers or plan sponsors are responsible for this payment, depending on the type of plan and whether it’s self-insured or fully insured.

Health insurers pay the fee for fully insured plans. This fee is built into premiums. As an employer, you don’t need to pay the PCORI fee for a fully insured health plan.

If your health plan is self-insured, you are responsible for the PCORI fee each year.

The fee typically applies to major medical plans and health reimbursement arrangements (HRAs).

The following examples most commonly require a PCORI fee:

Fully insured medical plans
Self-insured medical plans
Fully insured medical plans with an HRA

This IRS chart lists common types of plans subject to the PCORI fee, as well as those that are not. For example, it does not apply to dental and vision plans, health savings accounts or excepted benefit flexible spending accounts.

The fee for fully insured and self-insured medical plans is based on the average number of total plan participants. This amount includes employees, dependents, retirees and COBRA beneficiaries, notes the insurance, financial services and HR consulting firm OneDigital.

The fee for HRAs depends on whether these accounts are offered alongside fully insured or self-insured health plans. With a fully insured health plan, you, as the employer, would pay the PCORI fee for the HRA. In this case, the fee is based solely on employee participants. It does not include dependents.

If you offer an HRA alongside your self-funded or level-funded health plan, you do not make an additional payment for the HRA. The PCORI fee for your self-funded health plan is all you need to pay.

As noted above, the PCORI fee is based on the average number of total lives a plan covers. To calculate this number, use the information provided by the IRS or work with your benefits adviser.

Why

The independent nonprofit PCORI researches ways to support patients, caregivers and clinicians. It aims to help them better understand health care choices, treatments and decisions.

Among PCORI’s many research topics are:

Mental health
Cancer
Diabetes
Maternal mortality
Opioid addiction

PCORI also prioritizes health research based on social needs. Recent projects include investigations into:

Ethical issues of artificial intelligence in health care
Telehealth psychiatry
Health outcomes based on race, ethnicity, gender and age
The health impact of socioeconomic status
Individuals with multiple chronic health conditions

Your adviser can help

For more information on calculating the PCORI fee and filing your payment, reach out to OneGroup’s Employee Benefits team. They can help you understand IRS Form 720 and applicable payments.

Please note coverage can not be bound or a claim reported without written acknowledgment from a OneGroup Representative.

WEBINAR: Human Resources 101

Alyssa Woodruff | June 2, 2025

Join us for a free educational webinar: Human Resources 101.

Join us on July 16 from 9:30 – 10:30AM for OneGroup’s next 101 Series webinar: HR 101. OneGroup’s Nicole Bryant and Brittani O’Connell will discuss the I-9 essentials every employer should know. They will break down the core compliance requirements for completing, storing, and re-verifying Form I-9s and learn how to spot and correct common errors before they become costly.

To learn more about OneGroup’s Human Resources Consulting offerings, please visit our HR Solutions page.

Please note coverage can not be bound or a claim reported without written acknowledgment from a OneGroup Representative.

Hurricane Preparation Checklist for Homeowners

Erin Morrisseau | May 28, 2025

Hurricane, typhoon from space. Elements of this image furnished by NASA

Preparation is the best way to protect your home and loved ones against the dangers of a hurricane.

Use the following checklist to prepare for a hurricane.

Shut off electrical service at the main breaker.
Sign up for your community’s emergency alert warning system. Listen for emergency information and alerts.
Become familiar with your hurricane evacuation zone, evacuation route and shelter locations.
Gather and/or restock your emergency survival kit supplies, including the following:
- One gallon of water per person per day (three-day supply for an evacuation, two-week supply for home)
- Nonperishable, easy-to-prepare food (three-day supply for an evacuation, two-week supply for home)
- A flashlight
- A battery-powered or hand-crank radio, such as a National Oceanic and Atmospheric Administration weather radio
- Extra batteries
- A first-aid kit
- Medications (seven-day supply) and medical items such as hearing aids, glasses, contact lenses, syringes, etc.
- A multipurpose tool
- Sanitation and personal hygiene items
- Critical documents, sealed in a waterproof container (Keep important documents you won’t need in an emergency off site.)
- A cellphone and charger
- Family and emergency contact information
- Extra cash
- An emergency blanket that’s waterproof, windproof, easily packable and shred-resistant
- A map of the area
- An extra set of car and house keys
- Baby and pet supplies (if applicable)
- A manual can opener
Review your insurance policies. Do you have flood insurance?
Make sure your vehicle is in good working order. Keep the gas tank full. Stock emergency supplies and a change of clothes in the trunk.
Make plans for your pets.
Protect your property. Consider hurricane shutters, plywood, sandbags, a generator and water pumps. Cover all of your home’s windows.
Cut weak tree branches and any branches that could break off in high winds and cause property damage.
Bring in any loose items that could blow around, including garbage cans, lawn furniture and planters.
Move all appliances onto masonry blocks or concrete.
Move furniture and electronic devices off the floor.
Remove area rugs from floors so they won’t get wet and grow mold or mildew.
If you have an emergency generator, fill the fuel tank. Store extra fuel away from heat sources and open flames.
Seal exterior gaps, holes or cracks.
Close interior doors, windows and exterior doors. Closing interior doors keeps high winds from whipping around your home and putting extra pressure on your roof.
Charge your cellphone so you will have a full battery in case you lose power.

For more information

If you have questions about your coverage in the event of a hurricane or other event, don’t hesitate to reach out to our personal insurance team, or directly to your advisor.

Please note coverage can not be bound or a claim reported without written acknowledgment from a OneGroup Representative.

Understanding the Potential of ‘Employment Extenders’

Skylar Revette | May 28, 2025

Multiracial business people having teambuilding with hands stacked

Employees are increasingly working past the traditional retirement age. Explore the advantages of this demographic and the benefits essential to attracting and retaining them.

As employees rethink their relationships with work and retirement, it’s becoming common to continue working past the traditional retirement age.

According to the Bureau of Labor Statistics, 32% of individuals ages 65 to 74 will remain in the workforce by 2030. This figure compares to 27% in 2020 and 19% in 2000, notes Oloop Technology Solutions.

Voya Financial surveyed over 1,000 older employees and coined the descriptor “employment extenders.” Their research found two distinct groups within the employment extenders category:

Employees 50 and older who switched industries. These employees retired from a previous career and then found a different type of job that aligned with their values, interests, schedules, or physical and mental health needs.
Employees 65 and older who are working or plan to work past the traditional retirement age. These employees typically delay retirement because they enjoy their work, need the money for current expenses or haven’t saved enough to retire.

Whether employment extenders want to work for personal reasons or need to work for financial reasons, this trend has implications for employers, employees and retirement benefits.

The American Society of Pension Professionals & Actuaries notes that understanding the potential value of employment extenders is critical to HR and labor strategies. Learning about these employees’ needs and wants can boost your attraction and retention efforts, and inform your benefits offerings.

Employer advantages

The growing demographic of employment extenders creates an opportunity for employers ready to embrace their needs.

The industry news site BenefitsPRO highlights their decades of experience. Your organization can leverage senior employees’ institutional knowledge and real-world expertise for individual contributions and team performance.

Employment extenders can mentor new and younger employees on various technical and soft skills, including:

Interpersonal communication
Office politics
Project management
Negotiations
Public speaking and presentations
Self-awareness of strengths and weaknesses
Career development

BenefitsPRO notes a decline in workplace social skills. Older employees often model proper office behavior, work ethic, customer interactions and other vital skills.

Employment extenders can also help address labor shortages. Hiring experienced workers can allow your organization to infuse new perspectives, problem-solving abilities and big-picture thinking. In addition, retaining employment extenders can be particularly advantageous. Keeping quality employees is less expensive and time-consuming than finding, recruiting and training new ones.

According to Voya, most employees don’t return once they’ve retired. It’s easier to retain them than to bring them back. Benefit offerings can play a crucial role in retaining employment extenders.

Benefits to attract and retain older employees

The Voya survey indicated that the following benefits can support employment extenders and enhance your attraction and retention efforts.

Retirement plans. In the Voya survey, 43% of employment extenders said they need or want more money to cover current expenses and reach retirement goals. Sixty percent of respondents have less than $500,000 in retirement savings, and 30% have less than $100,000.

A retirement savings vehicle such as a 401(k) plan can increase retirement security. Automatic enrollment, employer matching contributions and information on catch-up contributions can enhance your offerings.

Financial and retirement education. Many older employees still need foundational financial skills. Managing credit card and student loan debt are top challenges to retirement security. BenefitsPRO says individual borrowers ages 50 to 61 have the highest average student loan debt at $45,000.

The Voya survey showed that even employees with ample retirement savings worry about cost-of-living increases or how their savings and investments translate to retirement income.

Tools for estimating retirement income needs and understanding income streams can help employment extenders understand their retirement readiness. Education and vetted information on topics like Social Security, Medicare, required minimum distributions and withdrawal strategies can further prepare employees for retirement.

Caregiving benefits. Health data suggests many individuals will face caregiving needs for partners, family, friends or themselves. According to BenefitsPRO, 24% of Americans ages 65 to 74 have a disability. That number jumps to 46% for ages 75 and older. About 25% of caregivers providing regular assistance to a family member or friend are ages 45 to 64, and almost 20% are 65 or older.

Despite these figures, Voya found most employment extenders are not planning for long-term care, caregiving needs for loved ones, or the possibility of being incapable of working due to physical or mental health challenges. Understanding and preparing for these eventualities can make or break retirement savings.

Benefits such as patient navigation services, online caregiver platforms, leave management and financial counseling can support working caregivers. Connecting employment extenders to caregiver support groups and community-based resources can meet current and future caregiving needs.

Workplace flexibility. Flexible work options allow older employees to continue working while transitioning to full retirement. Options such as remote or hybrid work schedules, reduced hours and job sharing can help your organization retain skills and knowledge. It can also allow employment extenders to save more for retirement and find meaning from their work.

Mental and physical health benefits. In addition to their financial concerns, employment extenders are interested in their psychological and physical transition to retirement.

Many survey respondents said they want to continue working to stay physically and mentally active and maintain a sense of purpose. Education and planning can help employees identify ways to meet these needs in retirement.

Affordable, accessible mental health benefits allow employees to monitor their emotions as they transition through life stages. Physical health benefits such as on-site yoga, gym reimbursements and online fitness classes can help employment extenders create good habits for movement, flexibility and strength as they age.

Voya recommends beginning retirement planning at least 10 years before retirement to ease the transition, increase confidence and improve preparedness. (But it’s important to ensure that these efforts don’t appear to be pushing older workers out of the workforce prematurely.)

Explore your benefits offerings

Your current benefits programming may provide many of these solutions. Instead of adding new benefits, you may need to target communications to connect older employees to your offerings.

For example, personalize communications on how employees can maximize benefits dollars to increase their retirement health and wealth. These communications may include retirement income calculators, withdrawal strategies, worksheets on how they will spend time in retirement, and volunteer opportunities. This strategy can prepare employment extenders for life after work and help your organization get more value from your benefits budget.

Personalized communications and benefits demonstrate care for employees and provide a way to stand out. Respondents in the Voya survey said many employers offer generic retirement information and little guidance in planning for life after work.

For more information on this growing demographic, talk to OneGroup’s Human Resources Consulting Team. They can help you examine how your benefits offerings align with the needs of employment extenders and your business goals.

Please note coverage can not be bound or a claim reported without written acknowledgment from a OneGroup Representative.

Heat Stress is More Than Just Getting Hot

Skylar Revette | May 28, 2025

Any work or environment that raises body core temperature to 100.4 degrees or higher can potentially result in heat stress and even deadly illness. Learn how to stay safe in hot conditions.

Introduction to heat stress

Exposure to high temperatures and humidity can place you at risk for heat stress. Any work or environment that raises body core temperature to 100.4 degrees or higher can potentially result in heat stroke, heat exhaustion, heat syncope (fainting) and muscle cramps, to name a few.

Heat can also pose other work hazards, like loss of grip due to sweaty palms; loss of vision due to fogging of safety glasses; distractions or loss of focus from sweating; and even burns when in contact with hot surfaces.

What you need to know

Whenever air temperatures exceed 100 degrees or your task requires wearing coveralls or a full-body suit, heat stress is a potential risk.

Heat stroke is a severe form of heat stress that requires immediate action. The body’s sweat mechanism stops working, causing core temperature to increase above 104 degrees. The result is a red, hot body with no ability to sweat or rid itself of excess heat, which can ultimately lead to brain damage or even death. A person experiencing heat stroke may be confused or already unconscious. Immediate treatment is essential to save the person’s life.

First, call 911. While waiting for emergency medical services (EMS) to arrive, use ice, water or a fan to continuously cool the person. If possible, relocate them to a cooler environment. Do not give anything to drink unless they are alert and stable to prevent aspiration and vomiting.

Other heat-related illnesses to look out for include heat exhaustion (the beginning stages of heat stroke), fainting and heat cramps, to name a few.

Though not life-threatening, heat cramps are painful muscle spasms caused by excessive sweating and exertion of certain muscles. Fainting from heat is generally caused by dehydration. Heat exhaustion is the gradual onset of heat stroke, and is characterized by excessive sweating and a pale face resulting from salt and other electrolytes lost through sweat. If heat exhaustion is not recognized, it will progress to heat stroke. Each of these conditions increases your risk for serious injury as reflexes slow and body responses weaken.

Treatment for other heat-related illnesses is to allow the person to cool down and offer tepid or cool (not ice) water. For heat cramps, the person should be assigned to a less strenuous task for the remainder of the shift.

Heat stroke and other related illnesses can be prevented by:

Drinking plenty of water (at least 64 ounces over an eight-hour shift) or an electrolyte-replacement drink. Do not take salt tablets or drink soda or other caffeinated beverages when working in hot environments
Taking frequent, short breaks that remove you from the excessive heat

Our bodies can acclimate to heat over a period of seven to 14 days, so the risk of heat stress is reduced over time. This does not, however, eliminate the need to remain hydrated and take precautions.

How to prepare

Learn to identify heat stroke and how to treat it
Review your company’s emergency response plan for activating EMS
Commit to drinking more water in high-heat conditions to remain hydrated
Do not remove required personal protective equipment (PPE) in active work areas; instead, drink more fluids and take short, frequent breaks in areas where PPE can be safely removed
Follow a buddy system in which you and your coworkers commit to watching out for danger signs

Key takeaways

Work environments with high heat and humidity can expose you to heat stress.
Heat stroke is a life-threatening medical emergency. Knowing how to recognize heat stroke and what to do can help save someone’s life.

To learn more about what to do in the incident a worker comes down with heat stroke and how to prevent it in the future connect with OneGroup’s risk management team.

Please note coverage can not be bound or a claim reported without written acknowledgment from a OneGroup Representative.

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Any work or environment that raises body core temperature to 100.4 degrees or higher can potentially result in heat stress and even deadly illness. Learn how to stay safe in hot conditions.

Introduction to heat stress

What you need to know

How to prepare

Key takeaways