Benepass

Benefits were meant to support employees, not overwhelm HR teams. But for many organizations, managing pre-tax and flexible benefits now means juggling too many vendors, contracts, systems, compliance requirements, and employee questions. There’s a better way. Join Benepass on May 7 at 12 PM ET for a SHRM-hosted product demo: Why Traditional Benefits Are Failing: A Better Approach to Pre-Tax and Flexible Benefits. We’ll show how leading companies are consolidating LSAs, HSAs, FSAs, Commuter, and COBRA into one modern benefits platform, helping teams reduce admin burden while creating a clearer, more engaging employee experience. The session will be led by Luke Fuszard, Head of Enterprise Strategy at Benepass, who brings deep experience across HR technology, benefits, and digital health. Register using the link in the comments. #EmployeeBenefits #HRTech #TotalRewards #PeopleOps #BenefitsAdministration #Benepass

Cell phones provide the perfect illustration of blurred lines between work and home. Employees use the same device to 📱 Join a client call 📱 Respond to a colleague 📱 Message their family 📱 Shop online Question: if your employees are using their personal devices for work every day, should you be helping to cover the cost? A cell phone stipend is one of the simplest, most appreciated perks you can offer. With Benepass, you can offer it as part of a Remote Work Account or Lifestyle Spending Account. Here's how it works: 👉 Design your perks program by setting the amount and eligible spend categories 👉 Link it to your payroll or HRIS — Benepass automates directory sync and enrolment 👉 Distribute Benepass cards to your employees, so they can immediately spend on anything that falls within your benefits policy Learn more about structuring a cell phone stipend to remove some of your employees’ financial strain. (link in comments).

Child care has overtaken retirement benefits as the most important workplace perk for working parents. KinderCare's 2026 Confidence Index says: 👉 85% of working parents say child care benefits should be treated as essential 👉 3 in 4 working parents know someone who’s left the workforce due to child care challenges 👉 81% wish their employer understood reliable child care is key to their productivity Here’s the kicker: only 1 in 3 employers currently offer child care benefits. Benepass's Family Care and Formation Account helps employers close the gap between what employees need and what they’re getting. It allows working parents to stay focused on their careers by offering flexible funds for: ✅ Child care ✅ Fertility ✅ Adoption ✅ Dependent care Is child care part of your benefits strategy for 2026?

Benefits leaders are being asked to do more with the same budget and fewer systems. That is one of the clearest themes in our 2026 Benefits Benchmarking Report. A few signals we’re watching closely: ➕ More pressure to rebalance benefits spend ➕ More demand for flexible, budgetable programs ➕ More focus on consolidation and simpler employee experiences If you are planning for the rest of 2026 right now, these are worth pressure-testing against your current strategy. We’ll drop the benchmarking guide in the comments.

It’s been a great few days at the Business Group on Health Annual Conference. We’re loving the chance to connect with so many benefits leaders, customers, partners, and new faces throughout the conference. From thoughtful conversations in the Southern Notes Networking Zone to the energy at our events, this week is a strong reminder of how much momentum there is around building benefits experiences that are more flexible, more meaningful, and more employee-centric. Be sure to follow the Benepass page to see where we are, what we’re up to, and more highlights from the team this season. If you’re here in New Orleans, definitely connect with Michael Watts, Allie Daly, Emilie DeBaie, Kelli Carson, and Porter Sproul.

The benefits reimbursement model can be seriously frustrating. Employees are expected to spend their own money, keep receipts, submit reports, and wait to be paid back. After all that? There's still a chance the purchase isn't eligible and they're left out of pocket. It's a system that was never really designed with employees in mind. The better approach is card-first. Here’s how it works with Benepass: 👉 Funds are loaded directly onto the card 👉 Employees spend them wherever Visa is accepted 👉 Transaction classification is handled automatically at the point of sale 👉 No fronting cash, no paperwork, no anxiety about eligibility The difference in engagement speaks for itself. Benepass customers who use a card-first model see average engagement rates of over 85%. And reimbursements are still available for those who need added flexibility. Benefits only work when employees use them. And employees only use benefits when it’s easy. Want to see how card-first benefits work in practice? Book a Benepass platform demo. (Link in comments.)

WorldatWork is in full swing, and we’re keeping the momentum going. Thank you to everyone who joined us for our workshop, The Strategic Advantage of Flexibility: Designing Benefits to Maximize Impact, Value, and Engagement. We’re especially grateful to Paulette Olin, ARe,CEBS, SVP Global HR Operations and Benefits at Everest; Megan Burns, Lead Benefits Solutions Consultant at Benepass and Katie Bairhalter, Director of Customer Operations at Benepass for leading such a thoughtful conversation on how organizations can cut through complexity and design benefits that drive more impact, value, and engagement. We loved connecting with so many benefits leaders and sharing practical ideas for building more flexible, future-ready strategies. If you’re at the conference, come find us at Booth 414. Megan Burns, Katie Bairhalter, Bridger Clayton, Claire Mowen, Shane Favinger, Winston Y., Eric J., and Porter Sproul are here and would love to connect.

🚨 𝗔𝘁𝘁𝗲𝗻𝘁𝗶𝗼𝗻 𝗛𝗥 𝗟𝗲𝗮𝗱𝗲𝗿𝘀: Imagine you spend months searching for the right vendor partner. You go through evaluation and implementation, reshape internal processes and employee experience, and then the vendor shuts down. Choosing a financially stable partner that can grow with you is KEY. CompTIA, the world's largest vendor-neutral tech certification provider, switched to Benepass and saw powerful results: - 𝗖𝗼𝗻𝘀𝗼𝗹𝗶𝗱𝗮𝘁𝗲𝗱 pre- & post-tax spending accounts. - 𝟱-𝟳 𝗵𝗿𝘀/𝘄𝗲𝗲𝗸 𝘀𝗮𝘃𝗲𝗱 in admin/payroll tasks. - 𝗠𝗲𝗻𝘁𝗮𝗹 𝗵𝗲𝗮𝗹𝘁𝗵 𝗰𝗹𝗮𝗶𝗺𝘀 𝗱𝗿𝗼𝗽𝗽𝗲𝗱 𝗼𝘂𝘁 𝗼𝗳 𝘁𝗵𝗲 𝗧𝗼𝗽 𝟭𝟬 𝗵𝗶𝗴𝗵-𝗰𝗼𝘀𝘁 𝗰𝗹𝗮𝗶𝗺𝘀 after expanding wellness support. Hear from Marilyn Hasler, SHRM-CP, CompTIA’s Total Rewards Manager, on her benefits strategy. 🔗 Read the full story in the comments!

Kicking things off in a big way at The Conference Board in San Diego. Thank you to our customers, partners, and benefits leaders who joined us for Flexibility Without the Headache: Designing Benefits That Work Harder for Your Budget and Your People. We’re grateful to Kristen Jacob, Associate Director of Wellbeing at EY; Conor Molloy, VP of Total Rewards & People Operations at Authentic Brands Group; and Lindsay M., Director of Benefits at Upstart and Jaclyn Chen, CEO & Co-founder at Benepass; for such a thoughtful and engaging contributions on how employers can build benefits programs that are more flexible, more meaningful, and more aligned with what employees actually want. There’s nothing better than starting a conference with a packed room, strong conversation, and fresh ideas about the future of benefits. We’re grateful to everyone who helped make it such a standout moment. If you’re here in San Diego, come visit Benepass Booth #25. From the Benepass team, Jaclyn Chen, Megan Burns, Katie Bairhalter, Michael Watts, Allie Daly, Austin Burtenshaw, Jack Gray, Jennifer Delman, PT, DPT, Alicia Kelsey, Winston Y., Corey Noll, Julian Lina, Justin Traasdahl, and Porter Sproul are here and would love to connect.