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Financial Wellness: Prepared for Life?

 

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When you measure employees’ financial wellness the right way, coverage just fits better

As more workers rely on their workplace as a primary source of insurance and savings, taking a more holistic approach to coverage can help employers ensure that every employee gets the most from the benefits they have.

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Roger’s Story

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A motorcycle accident cost Roger Chan his left leg and his retirement savings—but not his spirit. Unexpected events like this could happen to your employees as well.

How Well Protected are Employees Against Key Financial Risks?

When employees feel financial stress, productivity can suffer. So, many employers are implementing financial wellness programs to help their employees better manage the financial risks they face. To support and enhance these efforts, we’ve created Prutection ScoreSM, a patent-pending tool to help employers evaluate the financial wellness needs of their employees. Learn more about it here.

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Accident Insurance

Millions of Americans struggle each year to manage out-of-pocket medical and non-medical expenses from unforeseen health events. In response, some employers have begun to offer accident insurance to help their employees. Learn how this voluntary benefit could help your employees cope with the challenges of increased expenses or lost wages stemming from accidental injuries.

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Building the Next Generation of Employee Benefits Choices

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With a slowly recovering economy and rising health care costs, many employers are reducing benefits and shifting costs to employees. Workplace benefits such as life and disability insurance are the foundation of financial security for many. They help keep companies competitive and workers productive. Innovative solutions offer workers more affordable benefits and broader choices, while helping companies manage costs and boost participation.

Controlling the Uncontrollable

31% of plan sponsors surveyed by Prudential say they provide accommodations to help employees return to work following a leave of absence, serious illness or disability. This report highlights the importance of implementing formal Return to Work (RTW) programs that focus on individual capabilities rather than disabilities. 

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