MetLife 2021 Employee Benefit Trends Report

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Blue Shield - New Virtual Blue Plans

The Virtual Blue plans give members (small and large groups) the choice of virtual or in-person care. Virtual care includes $0 unlimited visits to primary care, behavioral health and specialty care through a new partnership with AccoladeCare. In-person care is available through the Tandem PPO network in California and via BlueCard when outside of the state.

The two Virtual Blue small group plans available in PRISM are the Virtual Blue Gold Tandem PPO 1500/45 and Virtual Blue Bronze Tandem PPO 7500/75. These can be identified by ‘Virtual Blue’ in the plan name.

When using the PRISM filter options for Narrow or Broad networks, select ‘All’ networks instead of ‘Broad’ only networks to generate plans for Blue Shield’s Virtual Blue, Trio HMO, and Tandem PPO plans.

If you need assistance, please contact our Quotes team at quotes@claremontcompanies.com or 800.696.4543.

Apr 12, 2021, 2 Minute Read

One year into the pandemic, employers are just now understanding its long-term effects. Business models have shifted to meet market needs and the effects have pushed employees into placing more value on protection, safety, preparedness, and their own well-being.

Businesses need resilient employees who can endure the pandemic’s lasting stress and adapt to a changing workplace. To help employees become more resilient, employers are recognizing they need to create a holistic employee experience that addresses workers’ changing priorities regarding safety, mental health, and more.

MetLife’s report, Redesigning The Employee Experience: Preparing The Workforce For a Transformed Experience, provides insights from their 19th annual U.S. Employee Benefit Trends Study 2021 to help you tailor your strategies to guide businesses toward the right path to recover and thrive in 2021 and beyond.

Inside the Report, You’ll Learn:

One year later: the five trends impacting the workplace.
Driving resilience through the employee experience.
The increased value of employee benefits.

Key Findings:

Employers should address financial and mental well-being in parallel.
– Financial health is a top concern among employees and a top contributor to poor mental health.
– Productivity goes down with increased financial and mental stress.
– When employers offer support for a wide range of needs – such as retirement plans, employee benefits, and other assistance programs, they’re dually addressing employee wellness while driving business outcomes.
Employers are evolving their benefits approach to meet the changing needs of employees, build employee resilience, and support worker well-being.
– Employers are changing the range and customization of benefits, improving communications, and offering more added value programs.
Workplace resilience is strongly linked to employee productivity and well-being. It helps workers confront changes, unknowns, and stressors in their new work environment. Resilience needs to be nurtured across three interconnected pillars: self-care, culture, and support.
– Self-Care: employers can offer access to nutrition counseling, gym memberships, EAPs, and other benefits to build employee optimism and positivity.
– Culture: employers can create a welcoming environment and invest in managerial training to promote employee support and recognition.
– Support: employers can put an infrastructure in place that expands benefits and other employee programs to provide workplace tools and resources.
What successful employers are doing right:
– Helping employees manage work and life.
– Communicating often, transparently, and empathetically.
– Building a benefits package that addresses evolving needs.

Download the MetLife Report for insights, guidance, and expertise to share with your clients and prospects. Contact us today to develop tailored benefits solutions that address your clients’ needs.

Download The MetLife Report

Questions? Need a Quote?
Contact your Claremont team at 800.696.4543 or info@claremontcompanies.com.