Attracting and Retaining Top Talent in 2025

As 2025 begins, businesses across Georgia are striving to position themselves for success in a fiercely competitive job market. The ability to attract and retain top talent is more critical than ever, and the foundation of that strategy often lies in offering exceptional employee benefits.

At BIS Benefits, we’ve partnered with businesses throughout Alpharetta, Roswell, and the greater Atlanta metro area to develop customized benefits packages that meet the needs of both employers and employees. If you’re looking to refine your approach this year, this guide will provide actionable insights to help your business thrive.

Why Employee Benefits Are Essential in 2025

In an era where job seekers have more choices than ever, offering comprehensive employee benefits isn’t just about staying competitive—it’s about creating a workplace that attracts and retains the very best talent. For Georgia businesses, this means building a benefits package that:

Attracts Talent in a Tight Job Market: Talented professionals are evaluating more than just salary when considering offers. Benefits that support their health, well-being, and financial security are often the deciding factor.
Improves Retention: Losing skilled employees is expensive. A benefits plan that addresses the needs of your workforce can reduce turnover and build loyalty.

Research indicates that the majority of employees would choose a job with better benefits over a higher salary. In 2025, this trend continues to grow, especially among millennials and Gen Z workers.

What Today’s Employees Expect from Their Benefits

To create a benefits package that resonates with employees, businesses need to understand their priorities. Here’s what matters most to the modern workforce:

1. Affordability

Employees are laser-focused on what they pay out of pocket. While the gross cost of a health insurance plan matters to employers, employees evaluate what’s deducted from their paycheck. Offering affordable options—through a combination of cost-sharing and employer contributions—makes your benefits package more attractive.

Example: A small business with five employees can still compete with larger firms like Delta or Coca-Cola by subsidizing a significant portion of healthcare costs. Even if their gross premiums are lower due to a younger, healthier workforce, employers must cover enough to ensure affordability for employees.

2. Diverse Options

Employees value variety in benefits, including:

Health Insurance
Dental and Vision Insurance
Life Insurance and Disability Coverage
Supplemental options like long-term care or accident insurance

Providing a mix of benefits allows employees to choose the coverage that suits their unique needs.

3. Transparency and Communication

It’s not enough to offer great benefits; employees need to understand them. Clear communication—via benefit booklets, enrollment meetings, or even video guides—ensures that employees can take full advantage of what’s available.

Building the Right Benefits Package for 2025

Creating a benefits plan that attracts and retains talent starts with strategic planning. Here’s how you can approach it:

1. Evaluate Contribution Levels

According to data from the United Benefit Advisors, the average small business in 2023 contributed about $500 per employee per month for healthcare. In 2025, this figure is expected to increase as healthcare costs rise. Ensure you’re contributing enough to make at least one plan affordable for your employees.

2. Offer Tailored Plans

Rather than a one-size-fits-all approach, provide multiple plan options. For example:

A high-deductible health plan (HDHP) for younger employees or those seeking lower premiums.
A low-deductible plan for employees with families or greater healthcare needs.

Supplement these plans with benefits like flexible spending accounts (FSAs) or health savings accounts (HSAs) to help employees manage costs.

3. Leverage Technology

Use tools like online enrollment platforms to streamline the benefits selection process. This makes it easier for employees to understand their options and make informed decisions.

The Role of a Broker in 2025: Why BIS Benefits Stands Out

A knowledgeable broker is a critical partner in building and maintaining a competitive benefits package. At BIS Benefits, we:

Shop Competitive Rates: We work with major carriers like Blue Cross, UnitedHealthcare, and Cigna to find the best value for your business.
Explore Innovative Solutions: From self-insured plans to level-funded options, we help you navigate the full spectrum of benefits strategies.
Provide Ongoing Support: Open enrollment can be stressful for HR teams. We handle employee communication, answer questions, and ensure a seamless process.

Learn more about what a broker does and how the right partner can transform your approach to employee benefits.

The Long-Term Benefits of a Strong Plan

Investing in employee benefits does more than attract talent—it enhances your company culture and builds a more productive workforce. A few benefits include:

Increased Productivity: Healthy employees are more focused and effective at work.
Improved Morale: Employees who feel valued are more engaged and motivated.
Cost Savings: Retaining employees reduces turnover-related expenses, from hiring costs to lost productivity during transitions.

By aligning your benefits strategy with your business goals, you can set your company up for sustained growth and success in 2025.

Your 2025 Benefits Strategy Starts Here

The new year offers a fresh opportunity to refine your benefits approach. Whether you’re a small business exploring group health insurance for the first time or a growing company looking to revamp an existing plan, BIS Benefits is here to help.

Contact BIS Benefits today to schedule a consultation. Together, we can build a benefits package that sets your business apart in 2025.

Want to dive deeper? Download the full 2025 Employee Benefits Benchmarking Report to gain actionable insights and trends tailored for businesses like yours.

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What Employee Benefits Do Georgia Workers Want in 2025?

by Drew Holley • 17 January 2025

Key Insights on Employee Benefits for Small Businesses in Georgia Employee benefits play a pivotal role in attracting and retaining talent, particularly for small businesses striving to compete with larger corporations. BIS Benefits has partnered with Mployer Advisor to bring you an exclusive 2025 Employee Benefits Benchmarking Report, tailored specifically for businesses in the South Atlantic region with 25–49 employees. This blog highlights key findings from the report and how they can help you craft a competitive benefits strategy. Want to dive deeper? Download the full 2025 Employee Benefits Benchmarking Report to gain actionable insights and trends tailored for businesses like yours. Key Findings from the 2025 Employee Benefits Benchmarking Report 1. Medical Benefits: Affordability and Trends 76% of employers in the South Atlantic region offer medical benefits, with 63% of employees enrolling. On average, small businesses contribute $580 per month for single coverage and $707 for family coverage —in line with regional benchmarks. High-deductible health plans (HDHPs) with health savings accounts (HSAs) are gaining traction as cost-saving options. What this means for your business: Offering at least one affordable plan option with employer contributions around regional averages helps you stay competitive in the labor market. 2. Supplemental Benefits: A Strategic Edge Dental and vision benefits are offered by over 80% of employers in this cohort, with high employee enrollment rates of 98% and 93%, respectively. Life insurance payouts are commonly structured as multiples of earnings, with the majority of plans offering 1–2x salary coverage. Voluntary benefits such as critical illness and accident insurance are being increasingly adopted to attract talent without significant cost increases. Takeaway: Supplemental benefits can enhance your overall offering without breaking your budget. Highlight these options to potential hires to differentiate your package. 3. Retirement and Financial Benefits: Securing the Future 91% of employers offer defined contribution retirement plans (e.g., 401(k)), with 74% of employees participating. Employer matching contributions average between 4%–6% , a vital component in employee retention. Auto-enrollment and auto-escalation features are becoming standard, simplifying the process for employees and increasing participation. Action Step: Ensure your retirement plan includes competitive matching and user-friendly features like auto-enrollment to boost engagement. 4. Leave and Flexibility: Meeting Modern Expectations Consolidated leave programs (combining sick, vacation, and personal days) are offered by 69% of employers , reflecting a trend toward greater flexibility. Remote work options and flexible schedules are growing in popularity, with 40% of businesses offering work-from-home arrangements . How to stand out: Consider adding or expanding remote work policies and flexible scheduling to meet employee expectations in 2025. Why Download the 2025 Employee Benefits Benchmarking Report? This comprehensive report provides: Regional and national comparisons to help you understand how your benefits stack up. Detailed insights into cost-sharing, plan designs, and employee preferences. Actionable data on emerging trends like HDHPs, flexible leave policies, and wellness programs. The report equips Georgia small businesses with the knowledge needed to craft a competitive benefits package that aligns with employee needs and business goals. Download the Report Today Don’t miss out on the opportunity to gain insights that can transform your benefits strategy in 2025. Download the full report here by entering your email address and receive actionable data to help your business attract and retain top talent.

HDHPs: How High Deductible Health Plans Can Save Money for Employers and Employees

by Drew Holley • 6 January 2025

High Deductible Health Plans (HDHPs) are transforming how employers and employees manage healthcare costs. By offering lower premiums and pairing seamlessly with Health Savings Accounts (HSAs) , HDHPs provide a strategic way to save money while maintaining access to quality healthcare. In this article, we’ll explore how HDHPs work, their benefits for employers and employees, and how to maximize their potential. To learn more about the benefits of HDHPs and related options, visit our Group Benefits page . What Are HDHPs? HDHPs are health insurance plans characterized by higher deductibles and lower monthly premiums. These plans encourage smarter healthcare spending, as individuals must pay for medical expenses out-of-pocket until their deductible is met. A significant advantage of HDHPs is their compatibility with HSAs. HSAs allow employees to save pre-tax dollars for qualified medical expenses, reducing taxable income and providing a long-term financial safety net. Unlike Flexible Spending Accounts (FSAs), HSA funds roll over year after year, making them an ideal savings tool. To better understand the differences between HSAs and FSAs, check out our detailed guides on Health Savings Accounts and Flexible Spending Accounts . The Employer Advantage: Cost Savings and Competitive Benefits Employers benefit significantly from HDHPs because they reduce overall premium costs while providing employees with greater flexibility. These plans can be part of a larger strategy to attract and retain top talent, especially when paired with proper education about HSAs. Offering HDHPs demonstrates a commitment to cost-effective, forward-thinking benefits management. Businesses can tailor these plans to align with workforce needs, ensuring employees feel supported while keeping costs under control. For help designing a comprehensive benefits package, visit our Group Benefits page for insights on tailoring solutions for your team. The Employee Advantage: Affordable and Flexible Coverage For employees, the main draw of HDHPs is their affordability. With lower premiums, employees can save on monthly healthcare costs while taking advantage of HSAs to manage out-of-pocket expenses. HSAs offer employees tax savings, flexibility, and long-term benefits, making them an excellent choice for those planning for future healthcare needs. This is especially valuable for individuals and families who don’t anticipate frequent medical expenses but want to ensure coverage for unexpected costs. Learn how to maximize your savings with our guide to Health Savings Accounts , a vital companion to any HDHP. Key Differences: HSAs vs. FSAs While both HSAs and FSAs offer tax advantages, they differ significantly in how funds are managed. HSAs allow for funds to roll over indefinitely and are owned by the employee, even if they change jobs. FSAs, on the other hand, are subject to the "use it or lose it" rule, meaning unspent funds may be forfeited at the end of the year. Employees using FSAs should familiarize themselves with rollover and grace period options to avoid losing money. To better understand how these accounts compare, check out our Flexible Spending Accounts overview . Industry Trends: HDHPs Are Gaining Momentum HDHPs are increasingly popular across various industries, from technology to manufacturing. Businesses see these plans as a way to manage rising healthcare costs while still offering competitive benefits. As employers look for cost-effective solutions, HDHPs stand out as a forward-thinking option that balances affordability with quality. Pairing HDHPs with educational resources ensures employees feel confident in navigating their healthcare choices. Key Takeaways For Employers: HDHPs lower premium costs while providing flexibility for employees. For Employees: When paired with HSAs, HDHPs offer significant tax advantages and long-term savings opportunities. For Everyone: Understanding the differences between HSAs and FSAs is essential for making informed benefits decisions. Whether you’re an employer or employee, HDHPs can be a game-changer for managing healthcare costs. To explore how these plans fit into your benefits strategy, visit our pages on Group Benefits , Health Savings Accounts , and Flexible Spending Accounts .

Drew Holley and Jessie Couch Discussing HSA and FSA

FSA vs HSA | Which One is Best for your Georgia Employees?

by Drew Holley • 12 December 2024

Use It or Lose It? Demystifying FSAs and HSAs Health Savings Accounts (HSAs) and Flexible Spending Accounts (FSAs) are popular options for managing healthcare expenses while enjoying some tax benefits. However, these two accounts differ significantly in how unused funds are handled at the end of the year. This difference can impact your financial planning and overall healthcare strategy. In this article, we'll delve into the "use it or lose it" concept, explore how it applies to FSAs, and compare it with HSAs, highlighting why it's important to understand these rules when making your benefits choices. For more information on HSAs and FSAs, watch the full episode of the BIS Podcast here or below. FSAs and the "Use It or Lose It" Rule FSAs have traditionally been governed by a "use it or lose it" rule. This means that any unspent funds in your account at the end of the year would be forfeited. This requirement made it crucial for employees to accurately estimate their healthcare costs and spend all allocated FSA funds before the year ended. However, since the introduction of the Affordable Care Act (ACA), things have changed. Today, many employers offer more flexibility with FSAs. Thanks to the ACA, employers may now allow employees to carry over a limited amount of unspent funds from one year to the next—originally $500, now adjusted for inflation to about $650. Alternatively, some employers may offer a grace period of up to two and a half months after the end of the plan year to use any remaining funds. It’s important to know what rules apply to your FSA so that you don’t leave any money on the table. To learn more about maximizing your benefits options, check out our guide on employee benefits strategy . HSAs: A Different Story Unlike FSAs, HSAs do not follow the "use it or lose it" rule. Funds contributed to an HSA remain in the account year after year, regardless of whether or not you use them. This is one of the key benefits of an HSA—you can build up savings over time to cover future medical expenses. Plus, the funds in an HSA are portable, meaning you take them with you if you change jobs or retire. This makes HSAs a valuable tool for long-term healthcare planning. If you're considering switching to a High Deductible Health Plan (HDHP) to become eligible for an HSA, it’s important to weigh the pros and cons. For more information about HDHPs and their compatibility with HSAs, check out our Health Savings Account service page . Making the Most of FSAs and HSAs Whether you choose an FSA or an HSA, it’s important to understand how to make the most of these accounts. For FSAs, knowing your employer's specific rules about rollover and grace periods can help you avoid losing funds. For HSAs, the focus should be on maximizing contributions, as the funds will continue to grow tax-free, providing a cushion for future medical needs. Both FSAs and HSAs can be used for a wide range of eligible expenses, including medical, dental, and vision care. If you want a comprehensive overview of your coverage options, our group health insurance page is a great resource. Additionally, if you work in a specialized industry like construction or technology, it's beneficial to explore options that are tailored to your needs. Industries like construction and technology have unique challenges that may impact the type of coverage you choose, including how you use tax-advantaged accounts like FSAs and HSAs. Key Takeaways About FSAs, HSAs, and the "Use It Or Lose It" Rule: FSAs : Historically governed by a "use it or lose it" rule, thanks to the ACA, employers may now allow employees to carry over a limited amount of unspent funds from one year to the next—originally $500, now adjusted for inflation to about $650. Be sure to understand your employer's policies. HSAs : Funds roll over year after year and are portable. HSAs offer significant long-term savings opportunities, particularly for those on HDHPs. Plan Carefully : Knowing how these accounts work can save you money and help you better prepare for healthcare costs now and in the future. To get more insights into how you can make the most of your employee benefits, visit our resources page and discover helpful tools to make informed decisions for yourself and your family.